There has been widespread scepticism and fears that the integration of emerging new technologies like AI into an industry such as HR would inevitably lead to multiple job losses

1. The Digital Future of HR
There has been widespread scepticism and fears that the integration of emerging new
technologies like AI into an industry such as HR would inevitably lead to multiple job
losses.
However, that prediction was vehemently rejected by Binny Broono, HR manager at
HLB HAMT, who believes the integration of trans-formative technologies like AI,
Block-chain, Big Data and Virtual Reality will empower the HR workforce – and
ultimately free them of mundane administration responsibilities.
In a detailed and fascinating overview on the future of the HR ecosystem, Broono
examines the role new technologies will play and attempts to project the impact the
integration of AI will have on the industry.
Broono explained that automation is universal, and its frontiers are ever expanding.
However, the HR is very less aware of the potential – It is predicted at least 20% of the
workforce will be automated in the future.

2. Technology is
transforming traditional HR functions such as hiring, training and benefits
administration. And the execution of all this change demands a strong HR role.
The ability to grasp and gain knowledge in automation will prove to be the cutting
edge and distinction between those who survive and evolve in HR and those laid
redundant or automated out of their HR jobs. The fear of automation replacing the
jobs, especially automating the repetitive transactions is existent. However, on the
contrary, more HR staff will be performing analytical functions and getting more
involved with other organisational activities.
Automation refers to the use of electric or mechanized processes to perform work
without—or with intervention by humans. Most organisations believe that
automating the HR activities is the role of IT however on the contrary the process
owners will be the best person to implement the change.
75% of the HR jobs can be automated as indicated by research, in consolation to the
rest, more complicated jobs that require complex social interaction will and cannot be

3. automated in the future. Individual employee and candidate at an organisation will be
different and cannot have their needs met by an automated HR department.
On the contrary computers cannot wholly replace human beings in the HR function
but will eventually revolutionise the HR process. Like many aspects of cloud and
business digitization, where tasks are taken away from us as humans, we are given
more scope to direct our work in innovation and towards more creative endeavors
powered by the new wave of technologies such as Automation, Digitization, ML and
AI. The HR industry has developed efficient and data-driven operations solutions with
predictable ROIs, an indication of the graduation of the role of the HR from an
administrative and compliance department to key decision and impact maker.
So, what has been the evolution in the last few years, and how are we equipped to face
the 21st century?
Technology has been the game changer, organisations continue to transition their
core HR systems to the cloud and employ more AI-driven technologies to automate
communication between HR and employees. The benefits of these tools—such as
productivity gains, faster hiring or reduction of compliance risk. It is also told that the
HR Function is the most vulnerable to be replaced by automation.
It’s clear HR is undergoing through unprecedented changes. Don’t be surprised to see
an increased demand for skills like Digital HR, design thinking, strategic workplace
planning, agile working, diversity and inclusion.

4. “AI will completely revolutionise HR”, says Broono
I need to share two concepts. The first concept is difficulty, and the insight is that in
order to transform your business with Machine learning (ML), you should think about
goals that are challenging but not impossible.
The second concept you need to use to assess ML use cases is specificity. Just like
with difficulty, there’s a sweet spot between too open and too specific that allows
teams to establish a heading but not get derailed by obstacles.
The varied implementation of machine learning is evident in – chat bots that can
automate screening, questioning, scheduling interviews, whereby drastically reducing
time and manpower.
Video screening powered by AI has the likelihood of identifying, analyzing body
language and facial reactions.

5. AI based screening and interviewing will negate the unconscious bias, stereotyping
resulting in varied culture, merit based and skill-oriented interview.
Virtual reality training with simulated training that are as close to real work, subtle
situations, provide prospects in handling hazardous material training and critical
situation simulation.
Block-chain is also inevitable in incorporation of recruitment due to its immutability
and accessibility, also reducing reliance on job portals.
To conclude technology can help you to automate and streamline HR processes in the
employee life cycle from hiring, on boarding, training, compensation and exit. As we
take a leap towards the implementation of AI, careful strategy and a vision are
perquisite for a successful implementation of board room plans. Implementing such
technologies will have stiff resistance in face of layoffs, redundancy, fear, however on
the upside, the long-term benefits are larger, and it is a worth exploring the avenue.
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The Digital Future of HR
HLB HAMT
Level 18, City Tower-2,
Sheikh Zayed Road
PO Box 32665
Dubai – United Arab Emirates. Tel: +971 4 327 7775
E-mail: dubai@hlbhamt.com
www.hlbhamt.com