Article: Scope of Robotics and Artificial Intelligence in HR

HR Technology

Scope of Robotics and Artificial Intelligence in HR

Shubh Saha of Future Group explains that AI is a combination of three things - robotics, machine and data at the TechWorks @TechHR16 session.
Scope of Robotics and Artificial Intelligence in HR

TechHR 2016 enlightened speakers on advances in technology, specially robotics and Artificial Intelligence, which are shaping the HR transformation process tremendously. Transactional HR tasks that are concerned with the day-to-day mechanics of keeping an organization running are already been syphoned and automated using robots. Here is the entire story

Traditional HR processes involves a variety of repetitive, administrative tasks. With the advent of technology in human resource segment, it has brought a major breakthrough in the industry. 

“There is something called as the ease of doing business and I sincerely believe there is something called ease of doing HR. We have unnecessarily made it complicated. It is too much policy driven,” avers Shubh Saha from Future Group, one of speakers at Techworks in TechHR 2016. Further, he explains that challenge is, how we enable it and what can robotics do to simplify it? “Things which are repetitive in nature fall similar steps, if we can add a layer of automation on that, then it can complete the assigned tasks,” says Shubh Saha. 

Recently there has been explosion of data, statistics and predictive analytics. Artificial intelligence is the next giant leap for the HR industry. Role of HR is to understand and anticipate emerging trends in technology and equip the companies to embrace the same. So, what does AI mean for HR? And what impact it can bring in?

Shubh Saha explains Artificial Intelligence as a permutation and combination of three things - robotics, machine and data all together. He explained with examples, how AI can ease HR processes. “An example of artificial intelligence would be the creation of advance level macro.  It will work at night when no or less employees would be there in the office. It will log into the HRMS by itself and it would identify for whom letter 1 or letter 2 or more will be scheduled. It will give print command and prints will come out on letter heads from the dedicated printers. Next morning any person from office staff can come and pick those letters and put them in envelope and dispatch. This can be used for easing out the process of providing employment proof and address proof on company letter heads to employees. Another example under deterministic logic is how it helps in providing information to employees - for instance, if any female employee would like to know the amount of maternity leave she is eligible for. Then, highly sophisticated technology will tell whether she is eligible for leave or not. If eligible then for how many days,” elucidates Shubh Saha from Future Group in TechHR 2016.

Artificial intelligence not only simplifies processes but also helps in making logical decisions by removing biases. It can bring in a paradigm shift to areas of HR operations such as recruiting, learning and development. Another significant role of HR managers in the company is to advise business leaders of upcoming technologies and the way they can be used to improve employee performances.  It plays a pivotal role in driving the organizational change by successfully integrating human and digital workforces pragmatically. 

Therefore, HR needs to be more than ready for embracing technological advancements to raise the bar of accuracy and proficiency.


(This article is based on Shubh Saha, Future Group TechWorks session on 'Scope of Robotics & Artificial Intelligence in HR' at TechHR 2016)

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Topics: HR Technology, Technology, #TechHR2016

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