CareerBuilder_HR Robotics

A firm believer of “Everything Happens for a Reason”, Vikash has been writing on plenty of subjects for internet. Presently, he is associated with recruitment technology industry and sharing tips on the best HR practices through the use of HR technology and beyond that.

TechHR16, a conference & exhibition on HR Technology, fairly justified the true purpose of organizing it through its one of the sessions – “HR Robotics Process Automation”. Anurag Malik and Milan Sheth from EY (Ernst & Young) created this session quite informative through their chat on the present and futuristic role of robots in human resources.

CareerBuilder_HR Robotics
CareerBuilder – HR Robotics

Image Source:diginomica

“Matching Data would be possible through cognitive automation where HR robotics would be matching data the way human eyes do.” – Milan

Difference between AI and RPA

They discussed on AI (Artificial Intelligence) and RPA (Robotic Process Automation); and how AI is ‘self-learning’ whereas RPA robots are ‘dumb’. Milan discussed how the evolution of RPA impacted the whole world through doing, thinking and analyzing HR activities. He said there are around 500 bots being used in HR periphery as of now.

Bots Making Frontend Robust

Milan stated that basically bot mimics human actions, for example, ticket checking, query handling etc. It does what is repetitive in nature. Backend technology has always been robust, comparatively frontend technology has not been robust. Bots would make frontend technology stronger than ever. Milan then went on to show a small video based on automation in recruitment process that illustrated how we use software for recruitment in present days. He further mentioned that HRA is a customer-facing function and robots are making it easier through performing customer-facing activity.

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No Danger to HR Workforce

Milan cleared the doubts about the future of HR (workforce) by saying that robots would not be diminishing the role of HR, in fact, HR robotics would be maximizing the role of HR extensively in other crucial HR activities such as relationship management and resource management.

Anurag stated that the impact of robotics on HR is minimal, but after finance, it is the HR that has the maximum potential of robotic action. Bots have already started making its space in Performance Management, Workforce Management, HR Operations, Recruitment & Selection, Payroll and Training & Development. He further added that obviously it won’t be like Optimus Prime but it will be something of same sort.

Daily Occurrence Activity

Making his (Anurag) point stronger, he further discussed how bots are able to check mails, save the required CV, shortlist, schedule interview and multiple other activities. The basics of any robotics is to help imitate both mental and physical activities. When a “bot” has finished working on a CV, it could email it to a candidate with a note saying what further needs to be done and what follow up tasks are required. Bots, therefore become a part of the team.

Milan then adds that, “Power has shifted from IT to business.” The HR department has had a tremendous transactional evolution and RPA will play a significant role in organizational cost optimization and will also elevate the customer experience.

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 (This article is an excerpt from Fire Chat on ‘HRobotic Process Automation’ at TechHR 2016)

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