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Impact and Trends of Robotics in HR



Sweta Thakur - HR, Affordable Robotic & Automation Ltd.


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Robotics is a leading industrial revolution to make an organization more competitive and efficient. It has already become a strategic factor to generate continuous growth and provide a competitive advantage to an organization.

Human Resource (HR) department is the backbone of any industry, it is this department that acts as a bridge between the management and the employees. With the changing dynamics and even this department is has started using robotics for its better performance.

HR manages employees, high quality of talent acquisition, employee engagement, retention, Payroll, and compliance management to meet the organizational goal.

Robotics is now regularly used within HR to automate processes such as coalescing or auditing datasets, sending offer letters to job candidates, onboarding new hires, facilitating health plan enrollment, and even creating badges for conferences and special events.

The Role of robotics in HR will not only lead to cost reductions, but will increase the customer centricity as well. 

Conversation AI based robots are best suited for HR function.HR Robots are also called RPA (Robotic Process Automation) and do not require the much initial investment. Robotics helps in freeing up the staff to add value to the HR team in the organization.

The nature of the business can decide the need for robotics in the industry to decrease repetitive work, maintain a large database, save time and efficiency compared to human-related issues. 

The HR domain has many transactional activities that are ideally suited for the robotics process. Organizations can computerize HR tasks that are rule-based, repetitive and standardized and as a result free up the employees to focus on other areas like policy implementation, strategy development, talent development, and retention. 

· Current Trends & Its impact:

Robotics has progressed and expanded to multiple industrial sectors. Another Perspective of the digitized industry can enhance the value of robotics.While adopting this development there are some positive and negative drawbacks if compared.


1)  Low Risk and easily incorporated: RPA is a low - risk non - invasive technology that can be easily implemented on existing systems. This allows the HR team to create a platform that continues to grow with the development of sophisticated algorithms & machine learning tools.

2)  Increased efficiencyRPA can reduce the level of work and free up the employees to focus on the other areas of high-value work tasks more creatively which can help an organization to meet their goals by increasing their overall efficiency.

3)  Accuracy: RPA also offers precise outputs and decisions rapidly.

4) Increased Productivity: RPA increases productivity & RPA can free up human workers to take on more high value tasks Such as employee engagement & retention tasks contribute directly to the overall strategic goals of the company hence it is increased productivity.

5) Consistency: RPA is created for perfect replication and error free performance which eliminates output variations during an operational term.

6) Reliability- it's working 24/7/365.

7) Flexibility: RPA are industry agnostic and can follow programmed procedures irrespective of the deployment environment.

HR is all about working with the people in the company- from new positions and hires to exit and pension. RPA can be used in the recruitment process. Selection is one of the most time consuming tasks in recruitment. With a structured job analysis, it would be possible to screen or tag different candidates if they are "approved" or "rejected" in a process. 

Onboarding: When employees are on boarded to a system, they have to be off boarded from that same system later on. This makes it an easy job for robots.

Robotics is a leading industrial revolution to make an organization more competitive and efficient. It has already become a strategic factor to generate continuous growth and provide a competitive advantage to an organization. Businesses must embrace these technologies and understand that they are the sources of multiple benefits. 

It will increase productivity. They can overcome the workplace bias and facilitate a more flexible work culture. It can promote employee agility and engagement through a more customized work environment. But at the same time hiring managers need to take more risks to future proof their business challenge for the gen z to face a new workplace paradigm. It will hamper the process of empowering staff's costly affairs.