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The Future of Robots in HR



Artificial Intelligence and Robotics are proving to be exciting for some and a concern for others, especially in the HR world where new technology has already started to automate processes and replacing thousands of jobs. Technology is constantly impacting on all facets of our life so it is not a surprise that technology will also dramatically change the way we work.

Although the loss of jobs is a challenge that will need to be addressed, there are huge benefits with the introduction of Robotics. By automating repetitive processes we will be able to cut time and reduce costs and, this in turn, will free up time for skilled workers to focus on more important tasks. The human touch, thought process and innovation that is needed in a majority of roles will doubtfully be fully replaced by AI, it is more likely that Robotics will replace job activities not entire jobs. It is also clear that as soon as a specialised task is replaced by robotics there will be the requirement for humans to maintain and update the respective processes.

The HR community should not be scared of AI and Robotics, and instead should embrace the improved output that could be created. AI and Robotics are already impacting on the whole employee lifecycle, from new platforms to recruit candidates all the way through to ongoing employee development using eLearning. The recruitment stage has changed dramatically over the last few years and the traditional selection process is certainly outdated. Companies are looking for more time efficient ways to attract and select the “right” candidates.

Simulation testing and virtual reality will recreate real work life environments and allow recruiters to measure fit based on workplace examples.  This type of testing will accurately identify candidates who have real life skills and the innate abilities and behaviours needed for a particular role. PeoplogicaSkills offers a range of office based simulations such as MS Office and Multi-Tasking to go beyond resumes and measure candidates on work based skills. Other organisations are implementing gamified options to not only attract millennials but also uncover traits of candidates that would normally be missed in pre-screening such as problem solving skills.

HR has typically been seen as a “risk adverse” community and this usually comes with the need for strict policies and procedures but if HR is to improve it needs to start solving business problems. HR should be excited with all the new technology coming to the sector. This will not only reduce the time-consuming repetitive HR tasks but allow HR professionals to make more informed decisions on their people capital.

Written by Mark Purbrick

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