Orbit Shift: Digitalisation of HR

Ms. Mansi Saxena, Assistant Professor, GNIBM college, Greater Noida

ABSTRACT

The purpose of this study is to explore the changing role of human resource management in an era of digital transformation .Technological progress is transforming the ways in
which work is organised and managed. With the advent of the industry 4.0 technologies and emergence of AI, there is a paradigm shift in how corporate are operating today. The
use of automation, IT, cloud computing and Artificial Intelligence is changing the way we live, work and connect.

Transformation is underpinned by a digital mind-set that is a unique interplay of technology, people and process, and technology can also be used to vastly improve HR processes
for employees and managers, resulting in a snowball effect of positivity and paving the way for even greater digital transformation within a business. In the present era of
competition in the business ,HR is becoming a very important part of the overall improvement of organizational performance .HRM is heading towards more advanced tools like
AI ,Automation Augmented Intelligence and Robotics in different HR process like Talent acquisition ,Recruitment, Selection, Training ,On boarding, Performance Appraisal, Retention
etc.

Digitalisation is equal to the productivity of a company. By promoting the transformation and digitalisation of HR services, it is possible to understand how much tech can improve
the workflow of the people within this sector and free up time that can be dedicated to core activities.

Key words- Transformation, Benefits of the cloud, virtual reality, Artificial intelligence.
Introduction
This research report describes the changes that Digitalisation will bring in the process of HRM.

Future of HR And Digital Transformation

With the introduction of Digital Transformation, in future, the role of HR is going to change completely, from tactical to more strategic and analytical. I can envision a
future where HR professionals are no longer thinking that their job is to stay on top of current HR trends, but to reposition [themselves] to become workforce advisor.
HR Automation is the process of enhancing HR department by freeing employees from tedious manual tasks and allowing them to focus on complex tasks like decision
making and strategizing.

What is Digital Transformation?

Digitization, Digitalisation and Digital transformation.
Digitisation is a shift from manual processes to digital processes.
Digitalisation: It involves becoming a digital-led organization, an organization that leverages digital tools for its daily operations. Digitalisation involves creating a
culture of using technology to run a business.
Digital Transformation- it comprises both digitization and digitalization. It involves automating process and creating a culture of automation.
Digital Transformation is defined as the transition of a business based on traditionally manual process to a business that has technology as its core in all its functions:
internal and external. Transformation is the outcome of digitalization , it is not the process of digitalization itself.
“When Digital transformation is done right, its like a caterpillar turning into butterfly, but when done wrong, all you have is a really fast caterpillar”
“Transformation is underpinned by a digital mindset that is a unique interplay of technology, people, and process, and technology can also be used to vastly improve
HR process for employees and managers, resulting in a snowball effect of positivity and paving the way for even greater digital transformation within a business”
Digitalisation = Productivity
Digitalisation is equal to productivity of an organization. By promoting the transformation and digitalization of HR services, it is possible to understand how much
technology can improve the work flow of the people within the sector and free up time that can be dedicated to core activities.The introduction of Digital elements for
Recruitment, selection, on-boarding, off –boarding, performance reviews, employee surveys, payroll, and everything else in between makes the organization more
agile. Any document can be retrieved and reviewed in a few minutes, saving a lot of time and hard work. HRM is heading towards more advanced tools like AI,
Automation Augmented Intelligence, Cloud Computing and Robotics in different HR processes.
 What is Cloud Computing?
The practice of using a network of remote servers hosted on the internet to store, manage, and process data , rather than keeping files on a proprietary hard drive or
local storage device, cloud-based storage makes it possible to save them to a remote database. HR managers can effectively use cloud computing for taking speedy
decisions, performance monitoring, searching prospective employees, enhancing mobility of the workforce and others.
Cloud –HRMS is integrated with sub-modules like-
 Employee records
 Anytime anywhere access
 Fingerprint Attendance
 Leave Management
 Overtime and Duty Roster
 Loan/Advances
 Visitors records
 Holiday Schedule
 Task Management
 Transport schedule management

What is Artificial Intelligence?

Artificial Intelligence as the ability of a computer- controlled device to perform tasks in a human like manner. Human like qualities include mental processes like
Reasoning, meaning making, generalization learning from past experiences. Raw data received from any user, is filtered by a device, made meaningful, and processed
before finally becoming cooked data capable of meeting the demands of users.Many ways AI could be in HR today- Track employee engagement, Support employee
development, match employees to skills, policy tracking, skill verification, job fit, background checks, talent discovery, and employee referral network.
Digitalisation of Recruitment process / Role of AI in Recruitment
Recruitment is the first step in hiring. Having good employees is the number one goal for any employer. Organization should go through a systematic set of questions
and even skill tests to determine if candidates are able to fulfil the job needs.One study showed that most hiring managers make a decision on a candidate within the
first 60 second of meeting a candidate, often based on look, handshake, attire and speech .Managers and HR professionals use billions of dollars of assessment, tests,
simulations and games to hire people- yet they hire 30-40% of their wrong candidates. Algorithms based on AI can weed through resumes, find good candidate,
Profile high performers and even decode video interviews and give us signals about who is likely to succeed.Industry experts believe recruitment automation will
augment and enhance human recruiters’ abilities, rather than completely replace them.
 Automation in recruitment is changing recruiting process in following ways-
(1) Automated Resume screening that reduces time to hire by saving recruiters the hours spent manually reading resumes.
(2) Automated Interviews that improve job fit by analyzing candidates’ words, speech patterns and facial expressions (in case of video interviews).
(3)Bias reduction tools.
(4) Applicant tracking system
(5) Personality insights.
(6) Automatic response and follow-up scheduling.
(7) Useful feedback to the rejected candidates.
Automated hiring and recruitment tools such as Mya, Smashfly, and Breezy HR use AI to significantly reduce the time to hire and accelerate the screening process.
Lets take an example of Reliance Ltd. for the process of screening on the basis of various work styles as given below-
 Digital transformation of Onboarding process-
New employee onboarding is the process of integrating a new employee with a company and its culture, as well as getting a new hire the tools and information
needed to become a productive members of the team. Employee on boarding is one of the most crucial stages of settling your new employee into the company.
During the onboarding process, Chatbot can answer queries from new hires through the conversational interface. A Chatbot is a piece of software that conducts a
conversation via auditory or textual methods.
With the new advancement in AI and an increasing adoption of AI in the enterprise, you can now automate onboarding tasks that used to take hours.From HR heavy
things (like- policies, paper work etc) to relationship- building things.AI can be effectively woven into an employee’s onboarding program. New employees who may
want to connect with others and get more institutional information maynot know where to go.An AI powered program could provide the names, locations and contact
information for people they should connect with during their firstweek.Employee can now get such information available at fingertips.New employees could also be
advised by AI Engines to check out a new-hire Web page containing useful information, including training modules and business-conduct guidelines. According to
research,, there are four major C’S that makes for an exceptional onboarding experience :-
 Compliance: Rules and Regulation;
 Clarification: Role related expectations and responsibility;
 Culture: Organization values and norms;
 Connection: Relationship with existing staff, supervisors and mentors.

Lets take an example of XYZ company

Digital transformation of Performance Appraisal System –
A Performance Appraisal is a systematic and continuous review of an employee’s job performance and overall contribution to a company. Also known as an
“Annual review”, Employee appraisal” or Performance review”.
Traditionally , various methods for Performance Appraisal were used- Ranking Method; Paired comparison; Grading method ; Forced distribution method; Check-list
method; Essay method ; Confidential report etc. All these methods were time consuming and Tedious. With Automated Performance Appraisal System, it becomes
very easy to evaluate the Performance of an employee ethically and impartially.
Human powered performance appraisal system suffer from subjectivity and biases (like-Race and gender, Contrast biasness, Recency biasness, Favouritism, Relation
with Evaluator etc) . Automating the process with responsibility can ensure that the system becomes more transparent. Employee performance is an essential factor in
an organization’s ability to meet its objectives. 90% of appraisals are painful and don’t work as per expectations and do not yield the desired employee behavioural
changes.
A transparent and effective appraisal process improves employee-manager relationship, foster communication and boosts company culture. It makes an organization
a great place to work at. Having an automated and well-structured performance appraisal system makes it easier for managers to-
 Provide frequent feedbacks.
 Track Employee goal achievements and progress.
 Identify training needs for each employee.
 Identify top and low performers.
 To be able to contribute towards company’s productivity.

Now a days companies are using many software for Performance appraisal of an employee. These are-
Bamboo HR; Biz Merlin ; Assess Team ; Impraise ; Gtm Hub ; Cake HR ; Pay locity ; Zoho people ; Oracle Taleo cloud service ; Relias etc
Life can only be understood backwards; but it must be lived forwards, and the future of HR lies in Digitalisation.
Thankyou!!