NHRC | National HR Conclave

It is once again the time of the year for us to host our annual HR-Conclave. FIIB’s Cynergy HR Club is putting together an event to provide a platform for Entrepreneurs, Technologists, HR Functional Experts, Academic Faculty members and Students to discuss and deliberate the outcomes from Technology in HR. We are delighted to announce that our conclave this year is on the most trending dimension of HR : Tech HR.

Premise

By the virtue of technology, HR function is playing a true leadership role in business strategy execution. Technology is poised to disrupt HR and redefine the future of human resource department. The wave of technological transformation impacts the organisation in two-ways, firstly it would offer numerous tools to better manage and engage the talent in organisations. Secondly, it is helping HR managers to shift their focus from managing workforce to driving profits to the company. Big Data, Mobile Apps and Cloud are changing the way HR unit operates.

What's New In HR

Some of the technology trends that the Human Resource world will experience in the years to come are: Surge of People Analytics, Changes in Talent Sourcing, Popularity of Employee Wellness Apps, Increased Migration to cloud HRMS, Rise of Intelligent Self-Service Tools, Machine Learning and Blockchain (distributed ledger technology)

The Debate

Opportunity

Technology improves the human resources and the human connection per say. Through efficient use of technology and automation, one can put ‘human’ back in human resources as you have more time to interact with your employees rather than keep doing the mundane tasks. Technology can help fetch bigger and better data for HR analytics. This can help in recruitment, retention, engagement, measuring productivity and analysing market trends. Communication can be made easier through the same with video calling and con calls. And with an efficient two-way communication, feedback system can be better utilised. Personalised training programmes, health schemes and machine learning can be taken forward.

Threats

Change is the only constant. However, some people like to stick to status quo and resist change. This psychological bias can be a threat while introducing technology in HR. New technology brings in huge set up and installation costs which further acts as a resistance factor. Training the current employees to use the technology and hiring new employees who are technologically equipped add to the overall organizational cost.

Final Word

Future HR practitioners will need to unlearn and learn. They need to embrace new technologies, and not fear them. They need to take advantage of tech disruption to save time and energy for newer and better purposes. The HR function and then be re-imagined to rise above what mere machines can do by retaining the ‘human’ in human resources.

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