According to the report, more than 95% of respondents believe that technology is capable of minimizing HR expenses, and 97% of companies that, during the pandemic, made admissions through the internet plan to preserve the digitization of processes.
This data allows us to say that, in the coming years, the sector will undergo major transformations. In my view, four technologies will revolutionize HR, namely:
Natural Language Understanding (NLU)
By enabling natural language processing, it allows robots to communicate in a very similar way to humans, improving the user experience with bots and providing solutions in agile time.
Text To Speech ( TTS ) And Speech To Text (STT)
When combined with the NLU, the TTS/STT, which converts speech into text and vice versa, allows the development of scripts so that robots can follow a lexical dictionary.
The technology will help companies send automatic messages to dialogue with thousands of candidates and instantly answer questions posed by emails, chats, and phone calls.
Artificial Intelligence (AI) And Machine Learning (ML)
By analyzing information and recognizing patterns, systems that work through AI and ML can learn from humans and expand concepts based on seed data. Such ability will make predictions and conversations much more interesting and intriguing and can suggest new ideas and even replace recruiters.
In addition, robots that operate through AI and ML have agile devices that improve people’s experience. Among them, we can mention the delivery of real-time solutions and insights into workforce metrics.
Computer Vision
Because facial recognition and smart document reading are possible, this technology will make it easier for employees to onboard. Getting an idea will be like opening an account in a digital bank. Those selected will take their selfie and send the documents. From this point on, they will receive, through biometrics, access to company facilities, electronic equipment, and benefits, among others, through a digital wallet.
Furthermore, adopting technologies in the Human Resources sector will result in the appreciation of Business Partner positions, allowing recruiters to focus on caring for and nurturing attracted talents, developing people, and inspiring them to work in companies.
Automation for HR can start simply by eliminating repetitive tasks and digitizing time-consuming and energy-draining processes such as countless LinkedIn surveys, messages that need to be answered, and onboarding of employees. Collaborators.
As shown in the figure below, taken from the report “Hype automation Enablement Software, Worldwide” by Gartner, with the digital transformation of task automation, we will be able to observe significant advances in the performance and assertiveness of processes.
As we combine the technologies I mentioned with this incremental advance, we can arrive at the transformational innovation that awaits us shortly, in which we will even digitize interviews and conversations with candidates with the support of AI.
Finally, I tell HR managers it’s time to think big. Of course, starting with a simple process that already works and gradually automates it will be necessary, but it is crucial to start now. Through small incremental innovations, a transformational leap is achieved. These real actions will improve the team’s day-to-day and revolutionize the sector.
Technology Can Decide Whether Or Not You Keep Your Job
Among the findings is that some companies use systems that track professionals on an ongoing basis. From the data collected, these tools can inform the worker’s productivity and, in some cases, everything he does while connected to the company’s system. And this can have numerous effects on employees.
In general, the basis of these tools is artificial intelligence. It is she who ensures that the organization has access to the professional’s entire work profile — often from the first contact between them, that is, even before he becomes a collaborator. With technology increasingly developed, the possibilities of use are the most diverse: for good and for bad.
One of the most extreme cases has been reported by Amazon employees in the US: several claims that the company’s monitoring system is so automated that resignation letters are prepared without human interference. This leads employees to face workweeks of up to 60 hours and avoid going to the bathroom to avoid being penalized by the tool.
Also Read: Understand What Mobile Technology Is
