Here’s how new technologies are putting the human back into HR
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40 percent of the world’s jobs will be replaced by robots capable of automating tasks, says Kai Fu Lee, one of the leading AI experts and venture capitalists. From simple to complex jobs, there are a number of jobs will become automated.
New technologies are changing how we work, making businesses more efficient, and feeding growth. But its people that develop, improve, and manage these technologies – and take care of areas that can’t be handled by machines. People hold the power of innovation, and harnessing innovation should mean working better with people. As we bring more sophisticated tech into the workplace, HR teams could show us how to do this.
The HR team at one of India’s leading telecom company leveraged cloud technologies to modernize applications and people practices across 17 countries, they were able to save time and cut HR workloads. They were then able to divert that time towards individualized support for the 22,000-strong workforce – and bring a human touch to their work.
But how exactly can new technologies and data help HR teams to be more ‘human’ and better support employees?
Classroom learning and bundled online learning programs like MOOCs are often unsuccessful in delivering the impact at the individual level. With AI-driven training programs, you can push learning content to employees, based on their own, specific needs, as well as the future needs of the business. This means personalized learning roadmaps that is capable of capturing the gaps in learning.
• Workforce management
Advanced analytics can help you spot opportunities for particular people within different teams, based on their skills and experience: You help those teams to innovate and succeed, and the individual has more opportunities to develop in new ways.
• More time for HR
Automation in areas like job application triage or review management can cut the time your HR team spends on time-consuming processes. Then they can focus on more strategic work and more tailored support for employees.
• More power to managers
By gaining access to HR data, the managers who work with employees day in, day out, are better equipped to monitor training, goals, and performance. And through predictive analytics and Machine Learning, issues can be flagged before they arise, so managers can act pre-emptively and look after their colleagues working in their teams in a more personal way.
The power of innovation lies in the hands of people, which is why HR teams should be the driving force behind progress, innovation, and business success.
This article was first published on Oracle.com