As HR function seems becoming more automated, what are some of the most important areas we see transforming workplaces by digital adaptation?
SM The 21st century is the age of technology; no business today can even think of functioning without the use of technology. This impact is seen in nearly all areas of business, including HR, where technology continues to have a significant impact on HR practices. Smart Recruitment is one of the changes due to Technology, now owing to AI and automation it's getting much simpler and faster to find skilled people who are a great fit for your company. Performance management has always been a time-consuming and tedious HR function using excel sheets and legacy systems but this has also changed due to the latest technology. One of the earliest areas of HR to be automated was compensation, and today, virtually all organisations use technology to automate payroll processes. Compensation management software is used to assure that the company is adhering to its compensation philosophy and offering wages that are competitive. Better diversity and inclusion is a change due to technology in HR, companies can use people analytics to get a better picture of any discrepancies in the workforce demographics to promote a healthy inclusive work culture. More HR software is taking note of this requirement and thereby including solutions for the same. HR has become more strategic due to HR Technology, by simplifying database maintenance, reporting, and analytics, technology has improved the accuracy, the efficiency of HRs and boosted their strategic capabilities. Employee Experience is another major area that has been digitised. Digital communication tools have greatly enhanced employee experience and made it easier for HRs to communicate any important message or information to their workforce.
How HR professionals should prepare themselves in terms of their own skill sets to make optimum use of technology?
SM As certain HR functions become automated or outsourced (payroll, benefits, and recruiting, for example), human resource professionals need to expand their knowledge of both traditional tasks and overall business strategy. The field of HR is changing rapidly, with many new regulations impacting how we interview, how we pay, required training, how we protect privacy, etc., HR professionals need to pursue certifications which specifically teach Technology and people interface. Learning social media tools and harnessing those effectively is again an important facet that HR leaders must learn and get comfortable with .It has been found that organisation that installed Social media tool internally found a median 20% increase in employee satisfaction so social media platforms like LinkedIn, Facebook, and Twitter has become one of the most important skills needed for HR Professional. HR professionals should be well versed in HRIS that may make everyday tasks for an HR professional a lot easier and help in reducing the probability of manual errors as well. Being skilled in working with TMS (Talent Management System) helps in streamlining hiring, onboarding, training, and retention of talent so the HR Professional must have experience in TMS, working with ATS is also a big plus when it comes to recruitment and hiring activities so the HR must also know the use of ATS because 37 percent of surveyed organisations identified web-based recruiting initiatives as generating the highest return on recruiting investments. Similarly the new technology on integrated Employee Experience is another are HR leaders must be trained on.
What are some of the crucial challenges in your opinion when it comes to implementing tech tools like AI, machine learning and robotics solutions for HR?
SM I think artificial intelligence will continue to have a beneficial impact on the field of human resources management but there are crucial challenges when it comes to implementing tech tools like AI, machine learning, and robotics solutions for HR. The most prevalent worry is making AI easier and safer to use. In fact, security and privacy concerns are the most prevalent reason why people are hesitant to use AI at work. According to Oracle's survey, in the workplace, 31% of respondents said they would prefer to engage with a human than a machine. Another challenge faced is the maintenance of AI. Artificial Intelligence needs constant evaluations and upgrades, making it a time-consuming maintenance procedure. Limited knowledge about AI is also a challenge, although there are many places in the market where we can use Artificial Intelligence as a better alternative to traditional systems. The challenge is the knowledge of Artificial Intelligence. Apart from technology enthusiasts, college students, and researchers, there are only a limited number of people who are aware of the potential of AI. Data Scarcity is one of the challenges for AI implementation, with major companies such as Google, Facebook, and Apple facing charges about the unethical use of user data generated, various countries such as India are using stringent IT rules to restrict the flow. Thus, these companies now face the problem of using local data for developing applications for the world, and that would result in bias. Another big challenge is HR mindset on the usage of AI and ML. the traditional mindset doesn't foster the use of Technology and many times is a big hindrance. AI and ML are big enablers for efficiency and reach in HR domain and that lack of appreciation needs to be done away with.