Human Resources Articles

HR has always been a function tackling issues related to employees. HR as a domain has always taken a backseat in businesses where the lime light more often than is taken by Finance or Operations or Marketing. But the fact of the matter is that HR is an equally important pillar every organization must focus upon. Human resources are not only responsible for the recruiting the right talent in the company but is also responsible for their training, development, growth, career management etc. HR is the invisible force which keeps the employees motivated and aligned with the company vision and goals. But HR comes with its own set of challenges, especially in today’s scenario.

With the growing emphasis on automation in corporates and its processes, one imperative question which arises is whether or not it can affect the department of human resources (HR) and if yes, then how? With each and every year passing by, machine based solutions are making an impact across all sectors and departments. And similarly, artificial intelligence can play a pivotal role in human resources as well.

There is lot of buzz around Artificial Intelligence (AI) these days. The term was first coined by American computer scientist, Jay McCartney in 1956. AI can be defined as machine with the ability to solve problems that are done by humans with their natural intelligence. AI is broad area of computer science that makes machine seem like they have human intelligence. There are many factors responsible for rapid development of AI which includes huge amount of data being generated every minute, advances in processing speeds of computer etc. As AI enters in the workplaces, corporate leaders require contemporary skills to advance to the challenges and opportunities presented by this disruptive technology.

Companies take a lot of time to build a strong workforce which contributes substantially to the business goals of a company. From hiring the right candidate to training the new joinees to giving them responsible positions, all of this take a lot of time and money. Once established, an employee can contribute much more towards the revenues and profits of a company. However, the danger of a dissatisfied or demotivated employee moving out it all but very real. A fully trained employee is an asset and if he/she move out to a competitor it can cause a void in its business.

“I’m not in this world to live up to your expectations and you’re not in this world to live up to mine.”

― Bruce Lee

A normal human phenomenon, “Expectations”. Even if one doesn’t want to, one still ends up expecting things. An expectation of happy ending in a movie, an expectation of high grades in exams, an expectation of getting married to a smart guy or a beautiful girl, an expectation of a good government, and the list goes on. But do all our expectations turn into a reality? Well, we all have our own share of experiences with our expectations. And most of the time, the expectations remain so. Expectations can motivate and give a sense of satisfaction to the individual when they are met. However, unfulfilled expectations lead to disappointment, demoralization, anger and what not.

“HR will die by 2020”. Mr. Vineet Nayar, the former CEO of HCL Technologies

Technology will overcome Human Resources. Wrong.

He further explained this will only happen if HR works at the same pace as it works today. HR needs to adapt to the change. It needs to buck up in the technology race.

This article mentions the different areas of HR which undergoing change and how are employees coping with it. Big data and digital disruptions will, no doubt, benefit HR. CHROs need to spearhead this change with talent analytics. Soon, bots will overtake the administrative HR function. HR will need to be customized according to employees. HR managers will need to make decisions wisely. HR needs to utilize big data and analytics. The current trends are helping HR department to increase its value and accuracy. It is bringing a positive change in the people. Analytics helps managers deal will past data and predict the future needs of employees. Using analytics, HR is able to predict employee attrition, improve compensation and increase engagement.