We live and work in an increasingly digital world. Digital transformation that we’ve been experiencing has impacted every business and person to one extent or another across the globe
As the name suggests, the job of an ATM is to replace human tellers. Globally there are around 3 million ATMs. In the last 20 years, in US alone, the number of ATMs has doubled from 250,000 to around 500,000. Interestingly, the human teller jobs have also steadily increased without any job cuts, employment has been on a rise.
Today Organisations are using Artificial Intelligence engines to identify and select right talent. Using complex algorithms to manage / develop employee competencies and Seamless ERP systems to maintain / manage employee data and Lifecyle.
In the last decade, technology had significant impact on human resources by making processes efficient and information accessible in entire employment life cycle from hiring till exit.
Technology is enabling us to do more and better in many ways, cutting across all spheres of life. Human Resources function in an organisation attracts the desired talent, engages with them, carries out administrative tasks related to their work and develops them
The initial screening process is now easily replaced by BOTs to find out the pre- qualifying criteria before even commencing the assessment of prospective applicants.
With AI as the major activator, the possibilities with chatbots are going to be revolutionary in the next decade. Today, the Alexas and Google Homes have become household names.
Artificial Intelligence is omnipresent. It is empowering all the industry sectors with its ubiquitous benefits. AI-based technologies are changing the way business is conducted
The age of the ‘digital’ has ushered in innumerable possibilities in the Learning space. With new technologies and new business models emerging every day, there is a need for L&D professionals to facilitate upskilling and reskilling of the workforce all the time.
Online recruiting, AI based applicant tracking & screening systems, social recruiting, Web Proctored Assessments, feedback portals, e-learning, MOOCs like technological tools have changed the face of entire HR functions
Introducing new technology means a change in the management framework, too. Just purchasing a tool or software doesn’t cut it. The organizational culture needs to have technology embedded in it. The whole process is always on-going
Digital platforms, since their initial application within recruitment, have provided newer, more effective ways of enabling companies to hire people with the right skills and expertise.