HR Analytics will play an increasingly important role in making informed HR decisions. TimesJobsspoke to Jagadish Ramamoorthi, Co-founder and CEO, Allsec Technologies on HR Tech space.
How tech in HR has changed the recruitment industry?
In the past, recruitment technologies got implemented as a part of a larger ERP initiative (90s) or as a boutique initiative, when the volume of hiring was large. Many staffing organisations were in fact building their own platforms as they knew their processes the best and understood its volume and workflow demands better than ERP or packaged vendors.
Today, there has been a profound change in the way candidates are recruited. A candidate could be sourced through a jportal, or by using AI to parse and catalogue candidatures, interviewed by video conference; assessed by an AI engine that draws data from a video interview. BPEL processes and lately blockchains; automatically check the candidates background authenticate their claims. Online testing and profiling systems are typically interfaced to help deliver a candidate score card to the recruiter.
Which kind of technologies are in demand by organisations in core HR processes?
There are many technologies in demand. In the case of an outsourced HRO, a business demands the following of a vendor. They begin with employee on-boarding and cover the complete employee life-cycle – engagement, travel, reimbursements, payroll and final settlement.
- Robust, maintainable interfaces to receive client data.
- Process and techniques for data sanitisation.
- UAN or TPI (ESI) number, challan generation etc. automated through RPA and our configurable digital HRO platform.
- HTML 5.0 ESS pages ensure enhanced user experience and cross platform availability.
- Chatbots help employees query and get answers in real time, cutting turnaround time.
- Analytics and reports help controllers and finance heads account for payroll costs.
- Statutory compliance, deposits, lodgements, etc.
- Mobility – employees may transact on the go and view.
- Portals where clients may access statutory information and their organisation specific reports.
In which segment of HR there is complete overhaul of technology and why?
Digital India has taken Adhaar linkage online and vendors like Allsec, can pick up from numerous such trails – PF of ESIC sites etc. – and digitise relentlessly. RPA has helped automate many mundane tasks such as creating PF and ESIC numbers for new joiners– implying that it’s possible to quickly on-board 1000s of employees and generate their electronic records, payslips, and reports, given that these authorities operate through a site and Allsec uses RPA.
Machine learning could well change the way a Service provider such as Allsec perceives its clients use of its services and help serve them better. By doing a deep-dive analysis of client interactions with ML platforms, (of Chatbot data and reports clients use, SLA etc.); they could well arrive at insights on what delights clients and shape their services.
How tech in HR is helping organisations in retaining and hiring best talent from the industry?
Technology helps HR Dept. to identify new approaches to managing employees. Some HR facts:
- Increasingly, responsibility is sitting closer to where decisions are most effective and quick implying HR should capture engagement data & outcomes at these levels.
- Leaders are always focused on outcomes: With the digital transformation, there are technological enablers that make it possible. to measure and test the soundness of decisions quickly and easily through HR Analytics.
- Mobility and flexibility are crucial for employees to remain relevant in the digital economy, accordingly.
- Competencies are transferrable and internal and global movements are more appealing to both employer and employees.
HR professionals need to be pre-emptive with regards to digital transformation. This plays an important role in shaping the origination’s digital identity, Allsec is often requested for analytical reports, linking data elements such as service and exit for this very reason. These are used in HR decision making, hence improving the organisation’s data culture.
How technologies like AI, VR and AR will change the future of recruitment industry?
They can bring in many changes. Here are some examples:
- AI – interpret video interviews across a profile of interviews and match them with interviews of best candidate profile models.
- VR – Gamify interviews in positions that demand say cutting edge motor skills.
- AR – Get a better visual perspective from afar, real time.
How HR industry is expected to evolve in next 5 years?
- Growth in gig and contract workers in the fundamental headcount.
- Increasing mobile workforce (this has been a trend for some-time now).
- Augmented teams that work together on specific tasks.
- Robotics will play a significant role in team delivery commitments.
- Data culture in HR – objectivity in decision making enabling a move for HR into a strategic role.