TEAM APSO-

LUTE
HRP Framework for Industry 4.0

Pratikshya Sahoo
Sahil Kumar
Arnav Das
 AGENDA
01 Assessment
of Needs

06 Exit Management
02 Recruitment and
Selection

07 Employee
Engagement
03 Performance
Management

08 AMO
04 Training & FINAL SETTLEMENT
DevelopmentCalculation of balances

09 Challenges
Compensation
05 Predictive Attrition Pro-
System
gram (IBM)
 Assessing the needs of Spica
DESIGNATIONS
Junior Senior Tester Executive Manager
developer Developer
Focused on futuristic technologies
- - - 2 1
Client Management
Our offerings
• Semantic Analytic Tools 10 5 8 - 2

DEPARTMENTS
Product
• Chatbots
Development
• AI-based gamification
• Exit Analytics - - - 3 -
• Technical Support
Human Capital
Management System
- - - 1 1
HR

- - - 5 1

Marketing & Sales

* All these numbers are hypothetical
 Recruitment & Selection
Employee Recruiting:
planning & Building a pool Screening ap-
forecasting of candidates plicants Final Choice

 Use predictive analytics to  Use analytics to determine  Deploy AI chatbots to  Use AI applications to
determine the number of where and how to look speed up the resume conduct video interviews.
candidates required for each for candidates​. screening and decrease Ex: HireVue
role. error rate.  Use simulation games for

Resume Screening takes assessing competencies.

 New professions will be in 23hrs i.e. 18.8% of Ex: Applicant Tracking  Final selection will be done
recruiter’s time. Using AI
demand – data security we can do it in an instant. Systems (ATS) to filter by Senior managers to
experts and cloud resumes​ determine the P-O & P-J
computing specialists. 75% reduction in cost per Fit.
resume screened.
 Performance Management
App for mobile workforce management

Employees can actively

participate on a continuous
basis in their review sessions.

Single platform to understand

HR processes, policies and
systems, improving employee
experience.

Employee locations, time-

stamps and KPIs will get
recorded and can be
analyzed for maximum output.
Use cloud-hosted software, fleet management systems,
Employee and employers can and portable devices to enable managers to manage
their team’s work from anywhere over shared networks.
track performance in real-
 Training & Development
Use interactive real-life simulated scenarios for skill assessment

IOT will enhance communication between managers

and employees to connect frequently

Train and remotely guide the field staff

Text runs
Use AI-based gamification to make remote learning
here
enjoyable for employees

Identify areas of improvement and provide customized training program

 Compensation System
ENHANCED PRODUCTIVITY​
01  Easier data consolidation
 Significant reduction in calculation times
 Faster decision-making

-40 02 IMPROVED ACCURACY

 Elimination of calculation errors for benefits and rewards

DYNAMIC SYSTEM​
03  Real-time view of Employee costs
 Real-time view of Employee benefits and rewards

REDUCED DEPENDENCY​
04  Infrastructure and applications support from IT – Hu-
man Capital Management (HCM) systems

JOB EVALUATION​
05  Optimum Pay and Reward mix
 Calculation of optimum CTCs for each job
 Finding overpaid and underpaid jobs
 EXIT MANAGEMENT
01 EXIT PROCESS
Automated workflow, Transparent, Efficient

02 EXIT ANALYTICS
Causes of attrition, employee retention, job satisfaction

03 FINAL SETTLEMENT
Calculation of balances

04 PREDICTIVE PROGRAMS
Predictive Attrition Program (IBM)
 Employee Engagement

Employee Engagement in Employee Engagement in Employee Vitality in

Hybrid Workplace Hybrid Workforce Hybrid Workplace

 Employ AI to find inhibiting  Provide fitness band to track

factors (ex: stress) to employee’s health & activity
 Clearly define the partition
performance. hrs
of roles & responsibilities.
 Launch Intelligent chatbots  Determine workforce vitality
 Use sentiment analysis -
to have easy interactions, and take corrective actions.
intellica.ai, jive insights
which will act as virtual  Monitor the effect of work
assistants & address all HR place ergonomics, work hrs
queries of employees. or nutritious cafeteria food.
 AMO

Ability Motivation Opportunity Performance

Robust R&S Process Enhanced PMS Better T&D System Improved information access
 Decreased error rate in  Real-time tracking of KPIs  Easier identification of improve- = Empowered Employees
screening  Increased transparency in ment areas
 Improved accuracy in as- performance review & ap-  Customized training program Great employee experience
sessment of competen- praisal process.  Frequent feedback enabled by even in Hybrid
cies  Optimum pay & reward mix IOT = Engaged Employees
 Remote learning opportunities
Challenges

Contingency Measures

• Maintenance of
access log
• Data encryption
• Dynamic Access Keys
• Deploying human touch-
points at critical areas
Thank you