Workforce intelligence has been increasingly gaining relevance in today’s day and age - gathering information that is relevant to HR, aligning this data with decision-making and being a strategic partner in driving business.
However, leveraging human capital and the enormous data they come with, along with ensuring that this data is seamlessly collected, constantly studied and approached advantageously is a constant endeavour.
In parallel, there are several questions that we need to answer as we look at harnessing automation in HR, as it deals with people and their emotions, and we have to be very thoughtful about it. What is going to bring us the biggest benefits? And how do we sensitively handle the human element so that we amplify the human potential and not disenfranchise people?
There are two big areas in HR that are naturally ripe for AI and automation: recruitment and performance management.
The first step is for us to ask this question: What data or information will help us take better people-decisions? That should be the only guiding beacon for us to prioritise the application of automation in HR.
The challenge in automation in HR is to make it purposeful, and also loved by people. Once the first test of whether it is enhancing decision making is cleared, then we have to run these 3 filters to ensure that the journey is worthwhile.
* Any automation that puts a clamp on the quest for autonomy of an employee is not going to go down very well.
We have to think of automation in a way that will enhance the human potential, give them more autonomy to look at data and take decisions.
The key is not in automating decisions that people take - but to make the decision making process easier and purposeful with the right data and comparators.
* Automation should enhance collaboration. The more automation makes us work in silos, that would be the death knell of organisations.
Therefore, the hallmark of any automation in HR should be enhanced collaboration. That can be done by sharing information, making things transparent, aiding co-working – getting this formula right will be the secret sauce of successful organisations in the future.
* The power of automation in HR is when it is smartly built into systems in such a way that each employee gains from the inputs of others. That will create a virtuous cycle of interactions and feedback, which will enhance any automation we plan.
Critically, it will get people to use the information, learn from it and also contribute to it.
Courtesy: www.forbesindia.com
