Impact of Recent Technology Changes in HR Industry
Sanmitra Trivedi, Director, Human Resources & Administration, Hitachi Payment Services Pvt. Ltd.
Sanmitra Trivedi, Director, Human Resources & Administration, Hitachi Payment Services Pvt. Ltd.
It has largely been argued that inculcating Artificial Intelligence (AI) as a catalyst for hiring would strengthen candidate sourcing expertise and streamline HR workflow processes. Hiring challenges would be resolved easily and recruitment procedures would be simplified if company managements automate HR management systems. Machine Learning and Artificial Intelligence (AI) can greatly expedite the resume screening process and identify crucial skill gaps of candidates to determine their long-term suitability for a specified job profile. Recruiters are also largely turning positive towards deployment of chatbots for screening of candidates in the initial stages, granting much needed breathing space and time to HR personnel for performing value-added tasks. It is also anticipated that automated recruitment tools obliterate the bias element, a typical human characteristic, while undertaking a critical assessment of candidate competencies. This will ensure hiring of candidates solely on the basis of merit and talent.
However, there is also a catch: Machine learning algorithms are broadly formulaic in nature and at most can be useful for repetitive processes and may not be able to match the flexibilities of human intellect. In future, Block chain may influence HR the way we hire, collaborate, do reference checks etc. However, potential data privacy concerns for individuals may have to be addressed first before it adoption can really take off.
As Human Resources Function moves up the value chain with people being the only sustainable source of competitive advantage in a knowledge economy, attracting, retaining and engaging the workforce becomes a key goal for organizations. The motto should be to treat the employees on par with the customers. Taylorism has given way to the New Management Principle: “fair to company, fair to employee”.
I also feel that with too much focus on HR technology, the spirit of Human Resources Function, at times, gets sidetracked that is based on strong human relations, compassion and emotional empathy at its core.
With all the technological changes, I believe that the emotional side of managing people will always remain constant. A lways t reat p eople t he w ay y ou w ould l ike t o be treated yourself. If you win their hearts, their minds will follow. Imagine its potential in an organizational context!!
