Technology

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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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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Machine Learning and Artificial Intelligence – What’s the Difference?
1024 778 Kanhai Chhugani

There was once a man who ran a restaurant.  He was making steady income. Business was booming and he knew all his customers by name. Then one, fine morning, a young customer walked into his eatery and said, “Hello! I’m a data scientist. How would you like me to analyze your customers and help you understand how to make your sales better?’

‘That sounds great!’ said the owner, who was actually not keen to give a try. So off went the data scientist, collecting a ton of data about who was visiting the restaurant and why, and then a couple of weeks later, he came back with the answer. ‘So I have an insight for you!’ he told the excited restaurant owner.  ‘I can tell you with statistical certainty that the primary reason people visit your restaurant is because they really love your food.’

“But I know that already. What about the people, who don’t love my place. How do I best understand why they want to try my masala tea?” said the mystified owner.

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AI in HR – It’s True
750 423 Kanhai Chhugani

In layman’s understanding, artificial intelligence (or, AI) is getting computers to behave much the way humans do.

Artificial Intelligence has come a long way from being a geek’s dream to real life applications that have the potential to transform the way we conduct our business, including the serious business of managing human resources.

AI applications have conspicuously entered various facets of our lives, both personal and professional to such an extent that we are often not even aware of using a form of AI, and that’s an interesting phenomenon in itself.

Recent developments in artificial intelligence hold the promise of replacing the antiquated hiring systems and streamlining recruitment processes to make them more efficient. Here are some benefits of integrating AI:

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5 Tactics for an Effective Employee Performance Evaluation
300 225 Kalpana Arya

Here comes the performance evaluation time, and the rumor mill is in full swing! What is the expected percentage increase this time, and who will get promoted to the next level? Such questions are the common topics of discussion during coffee breaks in most offices. The anticipation is obvious, as it’s the only time of the annual work cycle when employee achievements would be taken into consideration.

While at some places performance evaluation occurs half-yearly, annual evaluation is quite common in most of the sectors. Yearly performance appraisal programs make it even more tedious for HR professionals to track overall performance of every employee, and do justice to the dedicated workforce.

According to Paul Falcone, author of 2600 Phrases for Effective Performance Reviews, “Employee reviews are a process that should happen all year long”.  According to her, it’s unfair to review just once in a year when employees are putting several hours around the year to fulfill their responsibilities.

While the review cycle is still a debatable issue, HR professionals and managers can adopt some tricks to make the performance evaluation process in their respective companies more productive than painful.

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