Future of HR - A Summary from #IHRSA2024

Synnex? Group Organized #IHRSA2024 with an Active Participation from Various Industry #HR #Leaders! Including but not limited to Mayank Akhani Joy Banerjee Captain Vipul Sharma Devasheesh Kumar Debasis Satapathy NAKUL PATHAK Dr Jawahar G Robin Scaria Sonali Chadda Rishykesh Priyadarshy Dr. Kavindra Pant David Madhan Dr. Nirupama Srivastava

Is Automation the Same as AI?

Automation and Artificial Intelligence (AI), while related, are distinct concepts:

• Automation refers to the use of technology to perform tasks with minimal human intervention. These tasks are typically repetitive, and rule based. Examples include automated data entry, robotic process automation (RPA), and automated scheduling.
• AI, on the other hand, involves machines performing tasks that would typically require human intelligence. This includes learning from data, understanding natural language, recognizing patterns, and making decisions. Examples include machine learning algorithms, natural language processing (NLP), and computer vision.

Ways Automation Can Be Used in HR

1. Recruitment and Onboarding: Automated Resume Screening: Using AI to filter out resumes that meet specific criteria. Chatbots: Handling initial candidate inquiries and scheduling interviews. Onboarding Processes: Automating the distribution of necessary forms and training materials.
2. Payroll and Benefits Administration: Automated Payroll Processing: Calculating and distributing salaries with minimal human intervention. Benefits Enrolment: Automating the enrolment process for health insurance and other benefits.
3. Employee Data Management: HR Information Systems (HRIS): Automating the maintenance and updating of employee records. Compliance Tracking: Ensuring that all employee-related activities comply with relevant laws and regulations.
4. Performance Management: Automated Performance Reviews: Using software to collect and analyse performance data, providing real-time feedback. Goal Tracking: Automating the tracking of individual and team goals.
5. Learning and Development: eLearning Platforms: Delivering and tracking online training and development programs. Skill Gap Analysis: Using AI to identify skill gaps and recommend training.

What Needs to Be Done by Companies to Use AI Effectively?

1. Clear Objectives: Define clear, measurable objectives for AI implementation in HR.
2. Data Quality: Ensure the availability of high-quality, relevant data for AI models.
3. Integration: Integrate AI tools with existing HR systems and processes.
4. Training: Train HR staff on how to use AI tools and interpret their outputs.
5. Ethical Considerations: Address ethical issues, such as data privacy and bias in AI algorithms.
6. Change Management: Prepare for organizational changes through communication, training, and support.

Why It Is Not Wise to Ignore the Power of Humans at Work in HR

1. Complex Decision Making: Human judgment is crucial for complex and nuanced decision-making.
2. Emotional Intelligence: Handling sensitive situations, such as conflict resolution, requires empathy and emotional intelligence.
3. Creativity and Innovation: Human creativity is essential for developing new HR strategies and solutions.
4. Employee Relations: Building and maintaining relationships is a fundamentally human activity.
5. Ethical Oversight: Ensuring fairness and ethical considerations requires human oversight.

Tools Available for Automation in HR

1. Applicant Tracking Systems (ATS)
2. Human Resource Information Systems (HRIS)
3. Performance Management Systems
4. Payroll and Benefits Software
5. Learning Management Systems (LMS)
6. Employee Engagement Platforms

Challenges Companies Face in Implementation of Automation Tools

1. Cost: High initial investment for purchasing and implementing automation tools.
2. Integration: Difficulties in integrating new tools with existing systems and processes.
3. Change Management: Resistance from employees due to fear of job loss or changes in job roles.
4. Data Security: Ensuring the security and privacy of employee data.
5. Customization: Need for customization to fit the specific needs of the organization.
6. Skill Gaps: Lack of necessary skills among HR staff to manage and use new technologies effectively.
7. Ethical Concerns: Addressing issues related to bias in AI and maintaining fairness in HR practices.

In summary, while automation and AI bring significant benefits to HR by improving efficiency, accuracy, and decision-making, it is essential to balance technology with the irreplaceable value of human involvement. Companies need to strategically plan, invest in proper training, and ensure ethical practices to harness the full potential of these technologies.