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HR Tech

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Sanskruti Pathak
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18 views

HR Tech

Uploaded by

Sanskruti Pathak
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Impact of Technology on Human

Resource Management
Introduction
• Technology has caused a sweeping transformation across
industries in the last couple of decades.
• Disrupting industries like travel and hospitality while rapidly
transforming functions like finance and marketing,
technology has been the foundation of many big changes.
• Until recently the Human Resource Department was late to
the party. After recruiting went online through job portals in
the 1990’s, the Human Resource Department did not really
witness any of the sweeping changes that other functions
like finance and marketing went through.
Introduction
• However, In the last few years things have changed.
Emerging technologies like AI(Artificial Intelligence),
RPA(Robotic Process Automation) and ML(Machine
Learning) have transformed key HR processes to the
point that everyone is now talking about the new
wave of HR – HR 3.0.
What is HR Tech?
• HR Tech or Human Resource Technology is the
application of technology to redefine fundamental
HR processes like recruitment, talent management,
compliance, payroll, performance management,
employee engagement and so on.
• Emerging technologies like AL, ML and RPA are being
used to build stronger research, business
intelligence, people analytics and automation in the
HR industry. This, in turn, is transforming the way
basic HR functions are carried out.
Where is HR Tech being applied?
 Smart Recruitment
 Automation of Repetitive Tasks
 Employee Engagement
 Employee Development
 HR Virtual Assistants
Smart Recruitment
• Technologies like AI are playing a big role in helping HR
teams find and hire top talent. The use cases for AI in
recruitment are endless.
• There are HR software that use AI to understand
employee skill set and cultural fit from video interviews.
• Then there are software that use AI-based gamified
assessment to screen candidates.
• There’s also the use of AI-based chat-bots RPA to
simplify the screening process— whether it’s
scheduling interviews or answering common questions.
Automation of Repetitive Tasks
• Technologies like ML and AI are being used to
automate repetitive tasks in HR so that HR teams
can focus their energies on more strategic tasks
such as finding better talent and engaging them.
• Repetitive tasks include data collection, compliance
processes, employee on-boarding, and so on.
Employee Engagement
• Voice of the Employee (VoE) analytics is a tool that HR teams
are increasingly using in order to monitor employee
engagement.
• VoE analytics help HR personnel analyse employee
engagement surveys to figure out exactly where the issues
are.
• VoE analytics can also be used to look at more informal
employee communication channels to glean important
insights around employee satisfaction. This enables them to
take corrective action swiftly.
• VoE tools use a variety of AI technologies including textual
analysis techniques and NLP (Natural Language Processing).
Employee Development
• The learning and development industry, although a newer
part of HR, is already worth over $200 billion globally.
• Companies across the board are using AI-based coaching
tools that understand an employee’s goals, strengths, and
weaknesses in detail before recommending customized
learning tools.
• This ensures that organizations are able to give every
employee the right resources for their development.
• It also avoids wastage on training that employees will
never use.
HR Virtual Assistants
• HR chat-bots are already getting strong traction.
They are being used as a kind of virtual HR help-
desk and employees are increasingly using chat-
bots to get answers to routine queries.
• In the future, it is expected that AI-powered virtual
assistants will be able to handle a range of HR
functions — improving employee engagement,
generating insights on talent metrics, managing
process workflows, and so on.
HR Tech & The Future
• The last few decades have seen companies struggling to survive and
thrive in an increasingly volatile, uncertain, complex, and ambiguous
(VUCA) environment. In a world where rapid disruptions are becoming
the norm, there is only one thing that companies can really count on
to drive success — talent.
• In an Accenture survey of over 1000 C-suite executives, recruiting,
retaining, and developing talent emerged as one of the biggest
concerns.
• In a world where emerging technologies are rapidly disrupting the way
we work, HR Tech is going to hold the key to talent management.
• Companies that are able to leverage this technology to re-imagine
how their relationship with their talent are the ones that will win big.
Conclusion
• HR Tech is no longer an option or an opportunity, it’s
an inevitability.
• The pace at which it is transforming all significant
HR functions — from recruitment to on-boarding to
employee retention — means that it will only
become more important with time.
• Companies that are able to adapt and build a
holistic, tech-powered HR department will naturally
have the cutting-edge in the long run.
Thank
You..!!

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