A shifting uncertain industrial environment is driving companies in India to invest in ways to engage their employees as well as improve productivity. We list 7 significant trends in HR automation.
1. Mobile app, based Employee Self Service
Managing and engaging workforce that is increasingly virtual or distributed across a region is immensely challenging for firms today. The advent of millennials has also driven companies to embrace latest tech trends. New age mobile solutions enable 24x7 connectivity between firms and their staff while also enabling productivity. Mobile app.-based employee self-service portals including Geofencing for Time & Attendance are the new norm. This enables companies to communicate remotely, managers to provide just-in-time tips and employees to access learning molecules-on-the-go. Attendance can also be tracked based on proximity or virtual secure connections, eliminating need for swipe machines.
2. Internal Communication platform integrated with HCM
Critical to organization success is communication-downward, upward and horizontal. Today communication platforms are being integrated with core HR instead of being a separate platform. One goto place for an employee to access HR applications, Payroll information, Leave & Attendance and Internal Communication. This will also enable a single source of knowledge management, information flow and clarity in firm direction. It also assists in talent profiling since all employee interactions will be in one place.
3. Statutory compliance automation and integration with HCM
Recent amendments in labour laws and stringent measures to monitor unorganized sector has put pressure on companies to ensure 100% statutory compliance and also report the same to labour office. This is leading firms to find ways to automate statutory compliance requirements like forms, returns, online remittance etc. Automation will transform the productivity immensely. We can now generate all relevant forms, reports and returns directly from the HR & payroll system with no need to maintain manual reports.
4. Artificial Intelligence & Chatbot based Recruitment
Artificial intelligence(AI) based HR tools are now available to harvest active and passive candidates from all over the internet, jobboards & networking sites. Recruiters do not need to search for candidates in individual sources. AI is of significant assistance to high volume recruiters as it simplifies screening for the right profile as it can be programmed to use existing competency models. Natural Language Processing used in Chatbots can have conversations with prospective candidates without human intervention. They will also reduce gaps in culture fit to reduce potential loss of new hires.
5. Continuous Performance management
Most companies have moved from annual or bi-annual performance reviews to Continuous Conversations to achieve higher performance levels. Automation in this space provides managers opportunity to store and track 1-o-1s at one place, record their feedback instantly during the day, week or month as soon as they observe or learn of the contributions of their team members. Most of these software applications provide an option to make goals of team members to be transparent to each other as well as permit each member to provide feedback to any others. This is the Agile cultural revolution and enhances transparency along with building team spirit.
6. Gamification in Learning & Development
Gamification is increasingly being integrated into apprentice & worker skills training in manufacturing. Like a flight or car driving simulator, it is highly recommended for use in safety training especially in high risk industries of construction, oil & gas etc. Some organizations are using them in manager e-learning capsules to make the education fun as well as effective. As a gamification software buyer, it’s your job to make sure the metrics within the gamification platform correlate to an actual increase in a metric that’s important to your business.
7. Social Network Analysis & Visualization
By applying Neuroscience and data analytics to organizational relationships, new software tools help us map and measure relationships and flows between people, groups, organization etc. The nodes in the network are the people and groups while the links show relationships or flows between nodes. We can see all the informal and formal network within the company like seeing a x-ray of the organization. A leading MNC in India used SNA software to identify all employees supporting a top customer. The network map helped them identify specific individuals who were in high demand as well as those that were critical to relationship with the customer. This assisted them to take retention and developmental interventions to maintain the customer relationship and experience.