Human Resources

Bye-Bye HR, Welcome Bots
800 300 Kanhai Chhugani

Kunal (28), a sales executive wanted to apply for a long leave of absence for his sister’s wedding. Rather than schedule a meeting with the HR, fill out tedious forms, and wait a week for confirmation, Kunal assigned the task to an HR bot.

Sounds incredible!

It’s true.  Kunal logged on to, a Pune-based company that puts Artifical Intelligence (AI) to work in providing a chat-based interface for managing routine administrative tasks that are so repetitive in nature these can easily be delegated to computer programs.

Stripped of all jargon, an internet bot (short for robot) is a piece of a software that runs automated tasks for the user. To enrich user experience, these software pieces can be automated to converse and handle small transaction’s on the employee’s behalf; are 24 hours at your beck and call; support natural language search and knowledge-sharing; efficiently use applications like Active Dictionary, Slack, Skype for Biz; Sharepoint etc; and can be integrated with intranet, web, app and various social media platforms.

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Will automation eat into HR jobs?
700 420 Kanhai Chhugani

Imagine the whole HR team dismantled in your office.

With increasing automation, manual work has been significantly replaced by sophisticated software, and ERP systems. And, do you think the automated HR processes will run smooth without manpower? Will it completely and totally replace manual work?

There is no straight answer to these questions.

HR, unlike any other assembly line work, is anyways not a mechanical task. Even though there is a lot of processing work to be done in some areas, such as payroll and recruitment, and most of these functions are already automated in big corporates that does not make the functions and role of the HRD redundant.

Human resources are named so for a particular reason. They provide a platform to employees, where they can raise their concerns, air their frustrations, motivate them, engage them, re-skill them, roll put disciplinary action or guidelines and encourage them in creating an ideal workplace. Automated machines and algorithms cannot provide the emotional intelligence required to perform all or even a portion of these tasks independently.

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Seven Top Skills That Employers Look for in Applicants
892 380 Gemma Reeves

Whether the unemployment rate is high or low, job hunting is not always easy-breezy. On most times, it’s taxing and in some occasions, hopeless. Job openings may be aplenty but the competition among applicants is quite fierce.

Back in 2016, LinkedIn conducted a survey among 291 hiring managers within the United States, whom a little over half of them believe that soft skills among applicants the the most difficult to find. So what are soft skills? And which of these soft skills are mostly in demand?

According to Investopedia, Soft Skills are the character traits and interpersonal skills that characterize a person’s relationships with other people. In the workplace, soft skills are considered a complement to hard skills, which refer to a person’s knowledge and occupational skills. Sociologists may use the term soft skills to describe a person’s “EQ” or ” Emotional Intelligence Quotient,” as opposed to “IQ” or “Intelligence Quotient.” In basic terms, Soft Skills refer to who an individual is as a person rather than the measure of his knowledge (which are the Hard Skills).

Soft Skills are innate in a person, defining to his character, definite, and difficult to change. Hard Skills on the other hand are those that can be learned and acquired. For example, a teacher can show off in his or her resume his or her education background, the training and seminars he or she has attended – the best qualifications there are to prove that he or she is suited to the position. While these skills or traits may be important, if the teacher has poor Soft Skills, he or she may have a problem on interacting with his or her colleagues and students.

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HR segment drawing a lot of investor interest in India
800 400 Kanhai Chhugani

Today, companies across the globe continue to invest huge time and money in automating their HR processes. There are a glut of innovative tech solutions paired with profitable business ventures, and tech-adopters among progressive companies, and thankfully, there are also investors interested in owning a piece of this action pie.

Right from investing in applicant tracking systems (ATS) to social recruiting tools and other out-of-the-box recruitment, retention and people management software – organizations are on a spree to leverage the power of technology in the course of recruitment, retention, performance management and reward.

In the interim, the overall hiring process has undergone a sea change. With India accepted as the happening hub for all kind of startups, technology adoption and application in HR has gone up to a considerable extent.

Evidently, investors attracted to HR tech are showing deep faith in ‘start-up solutions’. One segment that is drawing a lot of interest is the ‘Software as a Service’ market, where tech-driven HR ecosystem is beginning to take shape.

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