Bye-Bye HR, Welcome Botshttps://www.easyhrworld.com/wp-content/uploads/2017/12/1_7F6iuU9DCfAUsNd3ohJJWA.jpeg 800 300 Kanhai Chhugani Kanhai Chhugani https://secure.gravatar.com/avatar/a8d82434e452eb9d8d9423e7158d4c3f?s=96&d=mm&r=g
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.
It’s true. Kunal logged on to www.nlpbots.com, 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.
Will automation eat into HR jobs?https://www.easyhrworld.com/wp-content/uploads/2017/11/Automation-700x420.jpg 700 420 Kanhai Chhugani Kanhai Chhugani https://secure.gravatar.com/avatar/a8d82434e452eb9d8d9423e7158d4c3f?s=96&d=mm&r=g
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.
Seven Top Skills That Employers Look for in Applicantshttps://www.easyhrworld.com/wp-content/uploads/2017/10/job-jump.png 892 380 Gemma Reeves Gemma Reeves https://secure.gravatar.com/avatar/f7570499455301d239537622115a1980?s=96&d=mm&r=g
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.
HR segment drawing a lot of investor interest in Indiahttps://www.easyhrworld.com/wp-content/uploads/2017/10/startup-funding.jpg 800 400 Kanhai Chhugani Kanhai Chhugani https://secure.gravatar.com/avatar/a8d82434e452eb9d8d9423e7158d4c3f?s=96&d=mm&r=g
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.
Deep Learning — A Technique for Implementing Machine Learninghttps://www.easyhrworld.com/wp-content/uploads/2017/09/deep-learning.jpg 500 300 Kanhai Chhugani Kanhai Chhugani https://secure.gravatar.com/avatar/a8d82434e452eb9d8d9423e7158d4c3f?s=96&d=mm&r=g
Wouldn’t it be great if you could hire a coach for your every employee? Until now, it’s been too expensive to hire human coaches, and software hasn’t evolved enough or been flexible enough to give the kind of customized training and coaching that an individual employee needs.
However the good news is that the kind of machine-learning algorithms that make product, movie or restaurant recommendations will soon be available to customize training for individual employee. Imagine the level of efficiency it will kick into our workforce and make them more competitive in the talent market!
The key theme in most recent applications of artificial intelligence in HR is that it learns from experience. Once you give these programs a goal, they will experiment on their own and find the best ways to accomplish that goal. Indeed, compared to traditional software, such algorithms will also learn from user interactions. “So the more the areas of human resources where you can implement such software, the more you can build a learning organization that automatically improves year over year,” writes Rob May in The Future of AI in HR in recruiter.com.
Machine Learning and Artificial Intelligence – What’s the Difference?https://www.easyhrworld.com/wp-content/uploads/2017/08/computer86-brain-1024x778.jpg 1024 778 Kanhai Chhugani Kanhai Chhugani https://secure.gravatar.com/avatar/a8d82434e452eb9d8d9423e7158d4c3f?s=96&d=mm&r=g
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.