Human Resource, the crucial link between an organization and its employee, is an umbrella term used to describe a host of activities performed, starting from hiring to administration work. It has a vast scope of functionality and no company, be it a startup or full-fledged business, sustain without its presence. Having said that, and with the continuously evolving era we live in, it is crucial for every wing of an organization or business to be technologically sound. And with technology progressing at a steady and consistent pace, digitalization is at the heart of everything we do. So when speaking of digitalization, which has touched every aspect of business operations, how can HR be left out. Let’s explore
For remodeling any process of a business, the foremost thing to do is identify its purpose, the end goal. And for an HR transformation process, the main aim will be to become an efficient department that serves its organization and employees in the best way possible. The complexity of the goals may vary, depending upon the level one aims to reach and the current situation. But these goals or objectives must be placed as per their relevance and priority. Again, it’s advisable to start slow, conduct a ground survey of how the changes are actually impacting and then go full-fledged with the idea of transformation.
It's no secret that technology can make getting from point A to Z shorter, smoother, and better. The same goes for digital HR. When processes are automated, the workflow improves and frees up time for the HR personnel to focus on key areas and core activities. HR management portals are an excellent digital tool that can tremendously increase employee engagement and help find resolutions to their queries. The employees may look for forms, leave information, payslips, and so on. Furthermore, they will also have an opportunity to evaluate their performance sheets and share feedback. Indeed, the employees will be the real beneficiaries of the transformation but will cut down a lot of administrative work for the HR team which finds itself, at times, forced to devote much energy towards the continuous and pressing requests rather than concentrating on core management tasks.
Using recruitment tools to identify potential candidates will be faster and easier than the traditional method that meant sifting through heaps of resumes. The recruitment software will sort out the eligible candidates based on pre-set criteria and forward only those CVs which are relevant. This will reduce a major chunk of activities that are followed during an interview/hiring process. Though not all portions of the process can be automated like assessing the candidate during a face to face round, a digitalized recruitment process will make the initial steps of getting the right person to the next round easier and quicker.
By optimizing the combination of both i.e. the human factor and the automation process, the transition will be more efficient and smoother. Though machines or computer intelligence make a lot of tasks seem easier, there is a human element required to helm certain functions.
Coming back, other than ML and AI, VR (Virtual Reality) and AR (Augmented Reality) is also drastically changing the landscape of HR functions and goals.
In conclusion, it's interesting to note that HR, which is entrusted with the responsibility of spearheading many initiatives and campaigns, must be at the forefront, leading and enabling the organization and its employees to be future-ready.