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The robots are coming! Should human resources teams fight or embrace HR automation?

September, 2017

When you think of robots starting to play a more significant role in HR management, do you think of:

A) A helpful, non-threatening robot with the duty of relieving you of mundane, repetitive tasks. Through the use of clever HR automation it will give you more free time to work on strategic and human aspects of your role.HR automation is awesome

OR

B) A robot that is marketed as a helpful time-saver, but is actually an annoying gimmick that produces disappointing results.

HR technology is overrated

OR

C) A very scary, post-apocalyptic, unstoppable force that is coming to terminate your job and take over the world.

HR robots are going to take over my job

So what’s the right answer? How should human resources professionals feel about ‘the robots coming’?

When you hear statistics from studies, like Gartner Group, stating that on a global scale, a third of our jobs will be lost to robots by 2025, it feels natural to panic and shun new technology from entering the workforce. However, HR Trend Institute also warns that “in the vein of evolutionary necessity, HR departments that fail to adapt and incorporate AI in their work are bound to be replaced by more progressive teams.”

It sounds like a lose-lose situation, right?

If you’re concerned about your job being replaced by a robot, this fun tool ‘will robots take my job?’ calculates the ‘automation risk level’ of job roles in the future.

So, HR Managers – relax. Your job results are:

  • Automation Risk Level: ‘Totally Safe’ (or 0.55% probability of automation).
  • Projected growth for Human Resources Managers: 9% by 2024.

Now that you know that your job is safe, how should we view the ever-changing technology that we will inevitably be working with? Believe that it won’t replace you – it will enable you. You control the technology – the technology does not, and never will (unless The Matrix becomes a reality) control you.

Repeat after me…

HR automation, bots, the cloud and AI are:

  • Servants not masters
  • Enablers not inhibiters
  • Empowering not disenfranchising
  • Going to increase efficiency not diminish your ability.

Sarah Kruger, managing director at Accenture, and panellist at the upcoming HR Tech Summit in Sydney reflects this positive attitude. In a recent Human Capital Resources magazine article Sarah concluded that, “Workforce technology can often seem intimidating, and discussions and case studies can emphasise how technology is here to empower workforces, not replace them.”

Technology provides freedom by being able to streamline key Human Capital Management (HCM) functions like salary reviews or performance management, enabling them to be strategic advisers in the business rather than simply HR process managers.

HR Trends Institute agree. They confirm that many HR teams are already utilising automation and robots to:

  • crosscheck internal data with external data
  • carry out a lot of the tasks pertaining to spreadsheets
  • help them with the reports.

The result? HR Trends Institute revealed, “these teams end up with a considerable amount of time that they can dedicate to more strategic and nuanced issues, including personal interviewing and employee training.”

Instead of worrying about robots taking over, we need to look at what is standing in front of us. We already use technology all the time to make our day to day lives easier. Products are available to automate the mundane, repetitive tasks that HR spend hours administering, yet we still find many organisations trapped in using ‘what they’ve always used’ – inefficient legacy systems (i.e. spreadsheets, word merges, or a custom-built inhouse database).

Robots of some kind will come with high tech analysis and predictive abilities, and they too will have a place in the HR world. But why not take baby steps and embrace what is on hand today, rather than fear what is coming tomorrow?

To learn more about how technology can empower your HR processes, download the white paper, ‘The Freedom to Fly: Why you shouldn’t have to compromise when it comes to HR technology in your business.’

HR technology white paper

Discussing the future of work @ HRTechFest 2016

October, 2016

One of the most enriching HR events in Australasia – the HR tech fest is coming to Melbourne this November.

The theme this year is “The talent, technology, ideas and innovations that are literally transforming the future of work”.

The Pivot team is supporting the confluence of ideas at the event and is the official community partner at the HR Tech Fest 2016, and we’re sparking more discussions around the use of Excel spreadsheets for Better HR Tech.

Read on here and get involved!
See you at the event.

HR has a PR problem

March, 2016

For far too long the human resources team has had to deal with being tagged a cost-center.

HR is not a Cost CentreThis is more a problem of perception than reality. And this perception has cost the HR team an equal say in the boardroom and has often been a target of any cost cutting measures initiated in the organisation.

Turning around this perception is in our hands. Like every other profession – Law, Accounting and even Medicine – technology is the key to automating processes and making smarter decisions in HR.

Modern HR systems allow you to manage and measure every aspect of the business function and it has never been easier.

Of course, it all starts with translating what the business strategy means for HR and how it will deliver on that as well as aligning organisational goals with teams’ and individuals’ KPIs.

The next step in this chain is to link the positive outcomes of all HR processes such as increased employee performance, engagement, talent retention, quality leadership back to the achievement of organisational goals.

This critical step is imperative for all investment made in the HR department, including any shiny new management system, and prove the return on such investment made. At the HR Tech Fest 2015, Head of Performance and Operations at the Bank of Queensland, Ben Tilley presented the session on Unifying HR Systems and emphasised the importance of these systems in allowing the organisation to manage, measure and further develop employee engagement and leadership. Practice leaders such as Ben are leading the charge in the implementation of HR systems and using data to make smarter HR decisions and demonstrate value for the organisation.

Evolving HR metrics from Transactional to Strategic helps make this connection between HR Practices and company profitability, using analysis such as average reduction in employee turnover over a financial year and it’s correlation to increases in employee productivity and employee satisfaction scores. Hard numbers proving the reduction in attrition and the costs of talent acquisition only help our case.

This HR ‘Big Data’ speaks will but it needs to be analysed and correlated to the organisation’s goals as well as its impact on the bottom-line for HR to demonstrate its significance to the profitability of the company.

The Human Resource professional is highly aware of the value they add to the organisation, 2016 is the year we prove it.

 

Begin with our free ROI tool that allows you to build a case for Remuneration Review Software.



Download ROI tool to build a case for  Remuneration Review Software



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