Future of HR ! Technology Vs Human

What is the future of Human Resource function? Before we move onto the technology aspects , let us see the opportunities that lie ahead for each HR Professional who can act as a catalyst in driving the future of Business values by leveraging on the disruptive technology

The role of HR has completely transformed post-pandemic . Working conditions drastically changed from Full-time work from Office (WFO) to either complete Work from Home (WFH) or Hybrid mode (Mix of both options). Virtual way of work can bring certain challenges to HR like driving the effective collaboration, Boosting employee engagement and motivating the employees to enhance the productivity at work.

In this context , now we have the following opportunities infront of us that can help HR to drive business strategies and also enhance the employee experience at work :

1. Recruitment process Automation : With the new normal, it is very critical to attract the right talent into the organization. So , HRs can leverage on the advanced technologies like AI/ML to automate the hiring process by bringing the chat bots, process bots in to existence that will drive the manual tasks into fully automated and streamlined way to ensure high and smooth employee experience . Assisting the candidates right from the stage of Interview to the Smooth Onboarding experience in a fully automated manner. HRs can save time and cost impact , also they can utilize the time more on interacting with the candidates by assuring them their future growth and plans strategically.
2. During the Employment : Depending on the size of the organization , HRs can think of outsourcing certain areas of Operations like Payroll, Employee team bonding & Gamification, Learning and Project management to ensure they get best service and leverage on already existing solutions to drive the organization behavior smoothly. In certain aspects. HR can tie up with the AI team in the organization and carry out technical and business due diligence that can help initiate certain AI driven projects to automate the critical process in the HR and overall organization that can be a win-win situation for organization and employees
3. Talent & Performance Management : It is underlying fact for any organization that the employees are the major assets just like the customers. so HRs can strategically focus on attracting , retaining the right and critical talents. This can be done by ensuring the process revamping using the Digital transformation that will create the culture of trust, transparency and sense of belongingness . Creating more Learning and Growth opportunities are the key focus areas which can help the individual, teams to upskill their competencies and skillsets and help in building the transformational and successful organization. In all the areas of technology transformation it is very critical for HRs to keep the fuel with Human centric or People Centric change management is driven that will align with the organization objectives to ensure the sustainability in this competitive and ever evolving technological market.
4. Employee Wellness Programs : At any given point of life, wellness or well-being is the top most priority , for an organization it is primary responsibility to ensure they create a work culture that has enough space for employee safety and focus on employee wellness programs which can be done using Certified Mental health practitioner with in the organization who can continuously focus on improving the work culture that boost the employee wellness and create a positive work environment for the employees to perform more productive and become successful. Happy workplace is the key that will drive the positive work ethics which will be aligned on 1. Employee -Mental & Physical health, 2. Toxic free work culture 3. Flexible working conditions 4. Hygiene Diet and food recommendations , 5. Medical Insurance and critical covers , 6. Break or vacation leaves. 7. Awareness of the Health and workplace safety etc.
5. Learning & Development : Learning is a continuous Journey . Organizations and HRs must leverage on the technology, gamifications that can create more learning opportunities to the employees , also Using advanced Technologies like AI/ML can be used as a predictive analysis to recommend the development plans and projects that can upskill the employee competencies and knowledge both theoretically and practically
6. Analytics & Data Science : With the disruptive technology we have around us, it is a boon for every HR now to make optimal use of these technologies and step ahead to act as a strategic advisor to the top management in driving the Business model, Operational excellence and defining the win-win situations in achieving the Objectives (short-term and Long term). More data sets will give scope for data science engineers in deriving the hypothetical case studies by understanding the best practices in the market and help the management to take key decisions in automation and help focus on continuous journey of Human Vs Technology which always need to go hand in hand.
7. Exit Management : Just like On-boarding , it is always the best practice to ensure smooth Off-Boarding for the exit employee, Using AI technology can help HRs understand analyzing the data and identify the root cause for the employees leaving the organization. With AI , HRs can also build the predictive analysis and see how the attrition rate can be down the line in future , with this more focus can be shifted to avoid more attrition and bring more employee friendly policies and procedures which can be enabled and driven by automatic cognitive process bots with human touch as key ingredient.

Image credit : SelectHub

Conclusion : Follow #bharathspeaks .More aspects can be looked into from the HR and organization standpoint, but few are listed above, HR must now reimagine their role which is more into strategic and technology driven business advisory and process governance which can help both employees and Organization stay competitive and successful in this technology world.