New trends in HR, such as the digitalization of HR processes, robotics, automation, and chatbots for responding to common HR queries, will replace the traditional HR role. The emergence of new technology will disrupt much of HR's day-to-day operations. Therefore, it is essential to embrace these changes, anticipate future HR needs, and upskill ourselves to remain relevant in HR jobs.
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Artificial intelligence is another next big thing in HR digitalization. HR operations are evolving, and it won't surprise you after a few years that all manual processing is automated. For instance, if you have new joinee details in a Taleo form, then all the Taleo data is automatically entered into the ERP system, and an employee ID is generated with no manual intervention required. Innovation, process improvement ideas, and process automation skills are required in the future to succeed in the HR profession. The monotonous work of HR will become outdated.
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HR roles are going through transformation, from being administrative to becoming trusted advisors for businesses and stakeholders, and from merely a support function to a strategic one. HR has a role in being cost-effective, and saving FTEs can happen through automation and HR digitalization. The earlier you realize this, the more beneficial it will be in the long term.
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Digitalization, process improvement, and HR automation, namely machine learning, AI, chatbots to reply to common HR queries, processing HR transactions by validating data in Excel and running macro-based roboscript in HR system, VBA macro reports using shortcut keys, SharePoint forms and approval workflows, and trigger emails. Robust ESS/MSS, smart and intuitive HR tools triggering notifications and emails, etc., will reduce manual interventions—a real threat to the existence of HR jobs in the near future. Be it onboarding, recruitment, sourcing and screening, L&D, offboarding, payroll, benefits, HR ops, etc., all traditional HR jobs will be outdated with less scope for growth in the market. Better upgrade and acquire those HR roles which will not be impacted by technological change and automation, namely HRBP, ER, project management, people management, and HR Analytics. A course in one of them might add weightage to your profile, and you may be able to survive in the HR market.
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White paper on HR Technology Implementation. pdf
Case Study, Transforming HR Through Technology.doc