| | DECEMBER 20199FROM LEARNING THE PROCESSES TO UPSKILLING EMPLOYEES, TO REDEFINING THE ORGANIZATIONAL STRUCTURES, IA CAN UNLOCK THE TRUE POTENTIAL OF HUMAN RESOURCE MANAGEMENTmoney, and efforts. This ensures the entire workflow is automated, integrated, and secure.To support large organizations, robotic process au-tomation (RPA) was introduced. It is about combining AI and machine learning and exploiting the capabili-ties of both to combat the repetitive tasks that humans have been performing traditionally. Leading compa-nies in consumer packaged-goods manufacturing are deploying bots for their hiring processes, helping new employees join the board and taking care of their data over an HR information system.2. To Assist: Artificial intelligence aiding the hu-man resource management is the best and the most required combination for a huge organization dealing with thousands of employees at a time. For HR, their responsibilities may include, not just limited to, the hiring process, drafting offer letters, writing job de-scriptions, and maintaining payroll and benefits da-tabase. Humans have been doing these tasks at their speed and in their own way before the introduction of the robotic process automation. With technological developments, one can see a potential transformation in the communication between HR and employees. Chatbots now answer questions instantaneously and are available on 24/7 on helplines offering an innova-tive experience than waiting for the HR to return to their queries.This could mean a revolutionary step for fast-grow-ing companies where offer letters, for instance, are generated rapidly and in huge numbers. These letters, initially drafted one-by-one, can be generated auto-matically with accuracy. Chatbots can help a great deal to automate the entire hiring process, from gen-erating an offer letter to orientation. However, a se-ries of accuracy and quality controls can be placed for occasional checks.3. To Become Autonomous: Being intelligent was the primary objective of HR automation which has now changed to becoming a pro-active people-ori-ented strategy. Intelligent Automation (IA) lets ma-chine to sense, understand, learn, and react, some-times with human intervention but mostly on its own. This means, as opposed to traditional automation, IA lets machines to make decisions based on their own understanding of the data, or machine learning. It not only extracts insights but also acts in accordance with the understanding of those insights. This function has a potential to transform the HR function, boost performance, enhance efficiency, and support technological advancement. As per a recent survey done by KPMG, IA will have an undoubtedly major impact on the society and jobs, yet offering ben-efits for the cost and time reduction amidst all this. The report says that IA can master one of the most important aspects of HR, talent acquisition. It can beat traditional processes, manual and repetitive in nature, by compressing them. If intelligent automation is deployed everywhere, it will play an important role in ensuring employees understand how to work around these technologies and identify gaps in skills required. For businesses, IA can create scenarios none of them imagined could exist. From learning the processes to upskilling em-ployees, to redefining the organizational structures, IA can unlock the true potential of human resource management.Human resource management is experiencing paradigm shifts and smart organizations have realized they need to embrace a more data-driven culture to surpass competence and ensure better retention of top-level talent. HR analytics has now become a neces-sary tool to lead. It (HR analytics) implies application of multiple analytic processes to the HR department of an institution, to improve performance and ROI. HR analytics is about collecting data on employee ef-ficiency, providing analysis of each process, and using it to take decisions. The goal is better productivity and employee well-being. As more organizations are turning to AI-based innovation for their HR divisions, the standard for employee commitment has improved. Gone are the times of back-office screening and timesheet fol-lowing; HR jobs today are less centered around reit-erating the same tasks and are about structure and supporting a positive organization culture and to ac-complish objectives on an expansive scale. Yet, there is more to experiment and explore in terms of limits of modern-day technology.
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