The Digital Future of HR
Binny Broono, Manager HR Consultancy
There has been widespread scepticism and fears that the integration of emerging new technologies like AI into an industry such as HR would inevitably lead to multiple job losses.
However, that prediction was vehemently rejected by Binny Broono, HR manager at HLB HAMT, who believes the integration of trans-formative technologies like AI, Block-chain, Big Data and Virtual Reality will empower the HR workforce – and ultimately free them of mundane administration responsibilities.
In a detailed and fascinating overview on the future of the HR ecosystem, Broono examines the role new technologies will play and attempts to project the impact the integration of AI will have on the industry.
Broono explained that automation is universal, and its frontiers are ever expanding. However, the HR is very less aware of the potential – It is predicted at least 20% of the workforce will be automated in the future.
Technology is transforming traditional HR functions such as hiring, training and benefits administration. And the execution of all this change demands a strong HR role.
The ability to grasp and gain knowledge in automation will prove to be the cutting edge and distinction between those who survive and evolve in HR and those laid redundant or automated out of their HR jobs. The fear of automation replacing the jobs, especially automating the repetitive transactions is existent. However, on the contrary, more HR staff will be performing analytical functions and getting more involved with other organisational activities.
Automation refers to the use of electric or mechanized processes to perform work without—or with intervention by humans. Most organisations believe that automating the HR activities is the role of IT however on the contrary the process owners will be the best person to implement the change.
75% of the HR jobs can be automated as indicated by research, in consolation to the rest, more complicated jobs that require complex social interaction will and cannot be automated in the future. Individual employee and candidate at an organisation will be different and cannot have their needs met by an automated HR department.
On the contrary computers cannot wholly replace human beings in the HR function but will eventually revolutionise the HR process. Like many aspects of cloud and business digitization, where tasks are taken away from us as humans, we are given more scope to direct our work in innovation and towards more creative endeavors powered by the new wave of technologies such as Automation, Digitization, ML and AI. The HR industry has developed efficient and data-driven operations solutions with predictable ROIs, an indication of the graduation of the role of the HR from an administrative and compliance department to key decision and impact maker.
So, what has been the evolution in the last few years, and how are we equipped to face the 21st century?
Technology has been the game changer, organisations continue to transition their core HR systems to the cloud and employ more AI-driven technologies to automate communication between HR and employees. The benefits of these tools—such as productivity gains, faster hiring or reduction of compliance risk. It is also told that the HR Function is the most vulnerable to be replaced by automation.
It’s clear HR is undergoing through unprecedented changes. Don’t be surprised to see an increased demand for skills like Digital HR, design thinking, strategic workplace planning, agile working, diversity and inclusion.
“AI will completely revolutionise HR”, says Broono
I need to share two concepts. The first concept is difficulty, and the insight is that in order to transform your business with Machine learning (ML), you should think about goals that are challenging but not impossible.
The second concept you need to use to assess ML use cases is specificity. Just like with difficulty, there’s a sweet spot between too open and too specific that allows teams to establish a heading but not get derailed by obstacles.
The varied implementation of machine learning is evident in – chat bots that can automate screening, questioning, scheduling interviews, whereby drastically reducing time and manpower.
Video screening powered by AI has the likelihood of identifying, analyzing body language and facial reactions.
AI based screening and interviewing will negate the unconscious bias, stereotyping resulting in varied culture, merit based and skill-oriented interview.
Virtual reality training with simulated training that are as close to real work, subtle situations, provide prospects in handling hazardous material training and critical situation simulation.
Block-chain is also inevitable in incorporation of recruitment due to its immutability and accessibility, also reducing reliance on job portals.
To conclude technology can help you to automate and streamline HR processes in the employee life cycle from hiring, on boarding, training, compensation and exit. As we take a leap towards the implementation of AI, careful strategy and a vision are perquisite for a successful implementation of board room plans. Implementing such technologies will have stiff resistance in face of layoffs, redundancy, fear, however on the upside, the long-term benefits are larger, and it is a worth exploring the avenue.
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