Today’s HR is STRATEGIC, and its involvement starts right from planning the roles, then moves on to fuelling it with Human Capital and then stabilizing the same through timely analysis of deliverables with the assigned tasks that are targeted for proposed growth. Right from creating a Talent Pool through the Applicant Tracking System further towards On-boarding, on to Succession Planning, and until the Final Exit, the above-mentioned cycle is followed for each department and its sub-departments of the business. The challenge here is to have an intuitive high-end interactive process at every stage within the life cycle of the employee, which otherwise leads to ambiguity towards performance, attrition, and mapping of the employee’s progression within the organization.

Another lookout for the HR managers, today is to streamline the internal processes, core competencies, and the alignment of the organization structure. All these efforts from the HR department aim for higher engagement from employees and creating the feeling of being wanted during the tenure, which builds trust and care towards the assigned duties with high returns.

To achieve the above stated and empower the Human Resource: Advancements in technology will continue to play a massive role in bringing HR function from a responsive to an administrative one. Right from Intelligent Process Automation – They involve machine learning, artificial intelligence, natural language processing, to other related technological advancements that can deliver consistently and error-free people processes, given the dynamic nature of the requests they receive.

HRs adapting to these advancements in technologies will lead to greater efficiency, unmatchable customer service, and significant cost savings.