HR-nXt, the HR Club of IISWBM NOV Issue

Nov’ 2018
MANAV THE HR MAGAZINE BY HR-NXT

THE BEST OF HR FROM THE WORLD OF IISWBM

1
HR AUTOMATION
CONTENTS

Page 3 1 From the HOD’d Desk

Professor Dr. Madhumita

Mohanty, HOD, MHRM

Page 4-7 2 HR: From Automation to Trans

formation
Moushumee Basu Roy
Head SAP SuccessFactors
SAP India Pvt Ltd.

3 How to Win an Interview

Mehul Bhati
HR Manager of Marico
Page 8-9 Limited, East Divison

Page 10-11 4 QNA Session on HR Automation

Rajesh Jain
HR Head -Corporate & Financial Ser
vices –Srei Infrastructure Finance Ltd,
Guest Lecturer at IISWBM

Page 12-15 5 Interview with an Industry Expert

Raja Venkatrman
Director, CHRO, MN DASTUR &
COMPANY PVT LTD

2
FROM HOD’S DESK

3
 HR : From Automation to
Transformation
36% of the workforce will leave an organization for a
more digitally progressive organizations!
This is not a threat but an excellent opportunity for HR
to lift their game and also use Technology to make the
Moushumee Basu Roy workplace more human!
Head SAP SuccessFactors
SAP India Pvt Ltd.

Digital transformation today changing marketplace, remain

is an imperative across board- relevant and also stay ahead of
rooms in order for organiza- the curve.
tions to deliver higher quality
products and services, foster
operational efficiencies and
cost savings, enhance employ-
ee productivity among others.
For digital transformation to
succeed, internal processes
need to be re-looked at, in-
ternal customer (employees’)
experiences need to be paid The bedrock of Digital
heed to and re-shaped, which Transformation there-
in turn will have a huge bear-
ing on the experiences of the
fore should be Work-
external customers of the or- place Transformation.
ganization, ensuring that they
are able to compete in the ever

4
What is shaping the workplace workforce ie outside the organiza-
of today and tomorrow? tion. (Source : A survey conducted
in collaboration with Oxford Eco-
1. Rapidly shifting markets – nomics and SAP Fieldglass)
wherein each unit of wealth is
being created by fewer employ- 4. Socially Connected world : ~50%
ees thereby concentration of the of the world population are inter-
benefits to fewer people. Take for net users and the numbers are
example how the market capital- growing each day. More than 65%
ization of 3 companies like Apple, are mobile users and more than
Google and Facebook total to USD 35% are active social media users.
1Trillion compared to the 3 larg- (Source : We are Social, January
est auto manufacturers less than 2017; United Nations Population
25 years back (Ford, Chrysler and Projections)
GM) at USD 36 Billion. Old ways of
working don’t allow companies to 5. Demographic Shifts where-
compete given the requisite speed in with increased life expectancy
of business. (Source : World Eco- there will be career spans of 60-65
nomic Forum) years as opposed to the current
35 to 40 years. (Source : Adapted
2. Technology and Automation : from The 100 year Story by Grat-
A significant portion of jobs per- ton and Scott) Moreover globally
formed by humans today will be Millenials are going to constitute
rendered irrelevant / be performed more than 50% the largest part of
by robots by 2030. the business by 2020. Technology
is integrated into their personal
3. Workforce composition and lives every single day and they also
complexity thereof with the emer- expect that in their workplace and
gence of much more free-lance, HR will have to give them the envi-
self-employed, contingent and ronment to succeed.
contractual workforce (the gig
economy). 44% of the overall em-
ployee spend will be on external

5
6. War for Talent : Korn ferry did So what do all of these mean
a recent global study which stated for HR in the context of Fu-
that in 2030 global talent deficit ture Workplace?
will be at 85.2Million which trans-
lates to USD 8.2 Trillion in terms HR has a huge role to play in the
of revenue impact making the war Transformation of the Workplace
for talent far harder than it is to- which is emerging as highlighted
day. above. Putting people in the cen-
ter of the transformation journey
7. Health and Well-Being of em- and delivering experiences that
ployees increasingly becoming a people need, and ensuring that
very important. As per a Global they are motivated, skilled and
Survey which states that 35% of equipped to make their biggest
an organizations’ employees feel impact with the help of the right
that their jobs are harming their people-technology – that ought to
physical or emotional health. be single point agenda for HR.
It is a well known fact now that
8. Proliferation of Big Data – due Purpose driven companies have
to IoT or Internet of Things, it is better business outcomes. HR can
projected that by 2020 there will therefore act as the glue in con-
be 50 Billion Connected devic- necting employees to the organi-
es across the world and one can zation purpose by ensuring that
imagine the humongous data that all
will be churned out as a fall out of employees have access to all in-
this. (Source Cisco Systems) formation at the right time to be
more effective in driving business
outcomes through integrated sys-
tems and with consumer grade
experiences.

6
 - The advent of Big Data and var-
ious technologies like AI and Ma-
chine Learning, is a major game
changer for all HR professionals of
today and tomorrow as they will
be privy to a lot of actionable in-
sights around recruiting (right tal-
ent through the right sources on
time), Training effectiveness on
performance, Eliminating bias in
any form across all HR processes,
Learning recommendations, Using
performance Metrices to improve
workplace conditions and
help in optimal performance of
employees, to name just a few.
- With advent of robotics, AI and
other advanced technologies on
the shop floor, customer facing
functions et al, the HR function
will
o Need to devise ways and means
to create, structures, systems and
processes for a
harmonious co-existence of hu-
mans and the emerging technolo-
gies at work
o Also need to look at embedding
some of these technologies within
the HR function as
well, in order to foster operational
efficiencies, relegate routine and
administrative tasks to the devices
of new technologies while focusing
on more strategic areas of HR.
Apart from the above, as organiza-
tions are going global, it is very im-
portant for the HR systems
to factor in localizations require-
ments, compliances, data privacy,
scalability aspects of the
systems, to name a few of the pre-
requisites.
36% of the workforce will leave an
organization for a more digitally pro-
gressive organizations!
This is not a threat but an excellent
opportunity for HR to lift their game
and also use Technology
to make the workplace more hu-
man! HR through the deployment of
such systems which
address the total workforce re-
quirements holistically will go a
long way to deliver continuous
motivation to the workforce,
transform the workplace and truly
become a valued business
partner in the organization’s jour-
ney for Digital Transformation.
7
 In an exclusive interview with
HR Nxt, Mehul Bhati, HR Man-
ager of Marico Limited, East
Division, spoke about the re-
cent scenarios of growth of
Artificial Intelligence and ad-
vices on How to Win an Inter-
view.

Mehul Bhati
HR Manager of Marico Limited, East Divison
He was born in a small town in Madhya Pradesh in a tribal dominant area. His
parents had tried to help him in every possible manner but since they were not
highly qualified, he had to learn ‘English’ from his neighbours as per Don Bosco
School standards. He considers himself to be a happy go lucky person.
After scoring decent marks in both class 10 and 12, he did his engineering,
after which he joined Infosys. But IT did not excite him and he always had man-
agerial skills in him, so he started practising TIME test series with his roomies.
On weekends, he gave free tuitions to tribal children. Because of his humble
background, he knows the value of education and how a guide is required in
everyone’s life. He has been the Area Governor for 2 years for Toastmaster
International in Orissa. After emerging as the topper of his college, TISS, he
joined Marico Limited as an intern. As his project was outstanding, he was
hired by the company and today, at the age of 27, he is the HR Manager of
Eastern Division.
8
 and horning critical skills like excel,
o How was your TISS days? analytics tool, PPT and keep reading
(even I need to build habit) to be up-
 TISS is the place where you don’t dated.
learn theory but experience diversity,
respect different views and get an op- o What is your take on the re-
portunity to work with 5 different com- cent scenarios of the growth
panies in 2 years. TISS is where you are
not taught to manage people but to be of Artificial Intelligence and
heir advocate. huge job cuts?

o How was your interview ex-  Artificial intelligence leading to job

cut is more sentiment and less fact. As
perience at Marico? technology on one side enables ma-
chine to replace labour on other side
 I got opportunity to do internship lead to need for manpower in other
with Marico. Marico was among he sectors. In last few years online shop-
first few companies to come to cam- ping have opened up multiple oppor-
pus. I had a GD followed by PI. The tunities in service industry. The need
interview was more to evaluate my of the hour is to modulate ourselves to
view for people than knowing tech- changing realities.
nical skills. It was a 30 mins interview
and I was offered internship. As part of
internship I was asked to evaluate pos- o How are things happening at
sibilities of predictive analytics in HR. HR domain in your organisa-
I was then offered PPI. My interview tion?
was done by head of HR over lunch.
And was offered my congratulating me  Marico Limited has been pioneers
by a written note in a book. of lot of HR systems and processes.
Analytics and Data management are
o What is your advice to your two areas where a lot of work is taking
juniors going for the place- place. In addition to this Marico has
gone out of its way to have internal
ment interviews? Facebook portal to celebrate members
while keeping data secure. A lot of
 I think students need to have holistic work is also taking place to celebrate
view of things then to perform patch member life events.
work. Students should keep learning

9
 In an exclusive interview with HR Nxt,
Rajesh Jain, HR Head -Corporate & Fi-
nancial Services –Srei Infrastructure
Finance Ltd, spoke about the technicali-
ties of HR Automation.

Rajesh Jain
HR Head -Corporate & Financial Services –Srei Infrastructure
Finance Ltd,
Guest Lecturer at IndianInstitute of Social Welfare and Busi-
ness Management(IISWBM)
Mr. Jain started as a Commercial Engineer at Xerox India Limited at
Chandigarh. Then moved to aUS diverse Industrial manufacturing com-
pany called Eaton Corporation ( Electrical Division) as National Service
Planning and Training Manager at New Delhi. He also became a Mal-
colm Baldridge Examiner and Six Sigma Black Belt while working with
Eaton. After a 6 years stint at Eaton, he joined Suzlon Energy Pune as
DGM HR Strategy and Planning, which was global role.In 2012, Mr.Jain
joined Srei Infrastructure Finance as Head HR, and is currently the HR
head of entire financial services. He is also the Guest Lecturer (HR Infor-
mation System) at Indian Institute of Social Welfare and Business Man-
agement(IISWBM).

10
1.Which HR PROCESSES can be
Automated?
•Employee Database
•Leave & Attendance Management
•Payroll
•Other Benefits Administration
•Employee Self Service
•Performance Management
•Employee Record Change Manage-
ment
•Learning Management System
•Manpower Planning
•Recruitment & Selection
2. Is there a standardized process Might Lead Them Indulge in Abuse for
or is everything an exception?
•There is no standard process every-
thing is customized.
3. How are things happening at
HR automation domain in your
organization?
•We have implemented a full-fledged
cloud based HRIS in our company
4. How can I make the sensitive
HR data more secure?
•Adopt A Comprehensive Privacy Pol-
icy.
•Store Sensitive Personal Data in Se-
cure Computer Systems and Provide
Encryption
•Dispose of Documents Properly or
Restore Computer Drives and CD-
ROMs
•Build Document Destruction Capabil-
ities into The Office Infrastructure
•Conduct Regular Security Practice
Training
•The Careful Selection of Staff with
Regard to their Honesty and Integrity
•Raise Information Security Aware-
ness and Ensure Employees Under-
stand Corporate Security Policies
•Institute Measures to Address the
Personal Problems of Staff, suchas
Gambling and Drug Addictions, Which
Financial Gains
•Provide Access to Effective Grievance
Procedures Since the Motivation for
Much Computer Abuse Is Retaliation
Against Management
5. What are the learning, proce-
dure and training required for
employees for the implementa-
tion of automation?
Such trainings familiarize employees
with the following;
•Underlying technology that powers
all of the company’s solutions
•To give required inputs and to gener-
ate required output
•To change output with change in the
inputs
•Generate, view and download re-
ports.
11
 MN DASTUR & COMPANY
PVT LTD : A Take at the First
Engineering Consulting firm
in India (Ethics, Culture, Sus-
tainance and Growth)

Raja Venkatrman
Director, CHRO, MN DASTUR & COMPANY PVT LTD
Ranji Trophy And East zone Cricket Captain
1. What does the company value
most and takes a pride in terms of its
culture?
 I think that the company’s USP comes
from its culture. DASTUR is like a home,
working with everybody as their fam-
ily members. Their personal problems
have always been addressed as if they
were like family members from the very
beginning when the company started.
Dr Dastur had a nature of going to the
root of any problem, be it relating to the
company or some difficulty an employee
was facing. This eventually became the
culture of the whole organization, where
caring has always been valuable and the
employees feel at home while working.
This is what the company takes pride in
the most, because of the trust and se-
curity that the employees have in the
organization.

12
2.According to you, what are the wards his employees. If it were not
most and least desirable aspects for him, these two men would have
of the company’s culture? not survived. Sometime around 1995-
96, there was a young man in his mid
The most desirable aspect of the com- twenties in the accounts department
named ParthaSarkar. He met a terrible
pany’s culture like I said would definite-
ly be its employee friendly culture and accident on the highway and his thigh
the sense of belongingness with the had to be amputated. Dr Dastur was
company that the employees share. away abroad so he asked me to take
They have a lot of trust in the company care of this man and do whatever was
and how it looks after their interest. Asin my ability to save him. While he was
I have heard from the engineers, they hospitalized, all the employees stayed
have freedom of work and enjoy the with him in the night doing turns.
leisure of learning new things because There was this other man, named
of the variety of assignments they get BiswanathMaity and he was a director
from the clients while working. We also then in DASTUR. He met a terrible ac-
have a very good technical library to cident while he was with his wife and
aid our employees in their work. This was severely injured, per say, life and
keeps their work interesting and helps death situation. Mrs. Dastur personally
them work effectively and efficiently visited him every single day till he was
for the company. released from the hospital. Such is the
The least desirable aspect would be culture of the company. This shows the
the attrition it is facing which althoughsense of belongingness that DASTUR
is not as high compared to the indus- has for its employees. It is like a family.
try, but still a concern due to rising
competition. Talking about the how it has estab-
lished its name; we all know that DAS-
3. What are the most positive and TUR was the first company of its type
i.e. an Engineering Consultancy Firm,
successful experiences that have a knowledge based company. Initially,
helped the company from within being the only company to offer such
as well as to establish and main- services, the industry ate out of our
tain the reputed name that it cur- hands. We found our competitor in
rently has in the market? Mecon. DASTUR had worked on a lot of
projects starting from Durgapur Steel
Let me tell you about two stories plant to Tata Steel.
about trust and care of Dr Dastur to-

13
4. What do you think about the
company’s work environment?
What are benefits and perks of
working in this company?
 The Company has a very employee
friendly work environment. It is a fami-
ly owned company whose morals instill
trust and faith of the employees in the
organization. It is this trust of the em-
ployees that gives its DASTUR quality
of work. It has become the philosophy
of the company to help, support and
assist each other at their work to get
quality work accomplished.
5. What do you find most enjoy-
able in your job and what are the
challenges you have come across
while working?
Given my job, what I really enjoy
most is meeting new people and get-
ting new ideas from them. Also, I love
the philosophy of trust that this com-
pany has. Once there was a big scam in
the company and it lost a lot of money.
14
This was because a person in the se-
nior position of the company whom Dr
Dastur trusted a lot has diverged the
company’s money in other fields of his
interest which broke the company to
a great extent. I asked Dr Dastur “It is
true that you trust your employees a
lot and he was also your friend but you
trust them too much. You don’t check
back on what the people are doing
when you trust them. Don’t you think
it can become ignorant?” To that Dr
Dastur replied “Trust comes at a price
and when you trust your employees,
you should trust them whole heart-
edly, not with a doubt. If there are 10
employees, 2 might break my trust but
the remaining 8 won’t. They will value
the trust and freedom given to them
at work. This is why they will not only
give their best effort but also bring the
company more worth and profitability
than what it has lost. Therefore, it is
always good to trust your employees
and not doubt them.”
Speaking of the challenges faced, the
attrition rateis a cause of concern for
all the employees as the industry is
becoming more competing day by day.
Back in the day, there weren’t many
consulting firms, only Dastur and Me-
con whose work was divided well and
without any competition where we be-
ing the knowledge based company, the
industries would eat out of our hands.
As of such today, where there are not
only big firms like us but also
other small supporting firms who pro-
vide cheaper services. However, we
maintain the advantage of goodwill
from old clients who keep coming back
to us for more work. Other challenges
we are currently facing would clearly
be the number of overheads that the
company has including the stenogra-
phers.
6.What makes you good at your
job? What are your greatest ac-
complishments with the compa-
ny?
 What makes me good at my job
would be my ability to accept new
challenges and try to solve them with
the employees together. Speaking
of greatest accomplishments, during
the 1980’s a union was started in the
company. Out of the 2000 employees
then, 150 of them were in the union.
They used to put up posters regarding
employees interest and other things
that the union found pride in. How-
ever, some employees who were not
satisfied with the union would tear up
these posters. Although the union had
warned about the posters being torn,
still this was happening. Therefore,
violence sprung to the extent that em-
ployees were beaten up and as result
4 employees were terminated. This
break of discipline and haphazard pow-
er of the union was taken care of and
and the company was able to get rid
of the union. Thereafter the company
has adopted aopen door policy in the
company as put forward by Dr Dastur
himself. Now, all the employee griev-
ances are handled by the departmental
heads as well the HR department, i.e.
us. These are could be different needs
of the employees, beyond just mone-
tary support. This is because there are
no barriers to communication and any-
body can walk into anybody’s door in
the company to seek help and get their
issues addressed and sorted. I think
this was a very big accomplishment for
the company in which I managed to
play a role in.
8.What are your personal expec-
tations while working with this
company? As a head and a person
who has been this long with the
company, what do you think are
the employee’s expectations?
Truth be told, I do not have any more
expectations from the company be-
cause I have already achieved more
than I have wanted. I am currently
very happy and satisfied with my work.
The employees expect a good working
leisure as well as minimum attrition I
think which we always try to maintain
to the best extent possible.
15

Sumi Chakraborty
MHRM - 1st sem
IISWBM
Human Resource depart-
ment is the backbone of an or-
ganization. It looks after the core
functions comprising planning
marketing strategies, the recruit-
ment of top notch employees to
diagnosing & treating organiza-
tional problems. The HR depart-
ment rely heavily on value inno-
vation & creativity to keep the
company on the cutting edge of
competition.
16
RANK 1
WHAT IS HR AUTOMATION
The HR department is a functional unit relying
heavily on document & data. HR Automation
reduces the manual process to automated
one .It is the junction of HR with information
technology through HR software connecting
through software electronically. This not only
saves a lot of time but also eliminates any
chances of errors increasing the productivity
of the department.
BENEFITS OF HR AUTOMATION
• Reduce time
• Elimination of errors
• Increase productivity
• Secure data archiving
• Organized, easy to locate data
• Storage & printing cost.
• Data analyzing simplification
• Ease of decision making
• Performance appraisal
APPLICATION OF HR AUTOMATION
Employee record management: HR automa-
tion eases by keeping the documents of the
employees in the safeguard of record keeping
database, minimizing the fear of misplacing or
mish&ling of the records.
HR AUTOMATION:
THE FUTURE OF HR EFFICIENCY
Performance management & apprais-
al: Automated HRIS by employee record
management eases to keep track of the
employee’s performance which helps
the manager to appraise the employee
& rate.
Employee recruitment & Manpower
planning: HR Automation helps to au-
tomatically show the raised vacancies,
type of criteria needed in the applicant,
online application, storing, scrutinizing
application, short listing & assign them
to the recruiter for review.
Attendance management: Automated
HRIS includes a details of an employ-
ee’s profile on the HR dashboard about
minute details of the employee like the
entry & exit time, attendance manage,
leaves taken or pending, current proj-
ect, last project, performance rating,
achievements etc.
Payroll management: Automated HRIS
looks after the payroll cycle electroni-
cally easing out the process to maintain
the details.
HR automated system can be a boon
or a bane for the company depending
solely on the needs of the organization.
Factors that are needed to be kept in
mind before implementation of auto-
mated HRIS are business process, man-
power, proper planning, pros & cons
evaluation, cost benefit analysis, cus-
tomization, maintenance & implemen-
tation. The feasibility study is utmost
importance.
Human resource solutions welcomed a
revolution by implementing Automated
Human Resource Information system
with the inauguration of JINIE: India’s
first HR chat box currently known as ALT
STORE bringing innovation & creativity
on a next level for today’s generation:
DIGITAL PLATFORM IN THE FORM OF
AN APP. The app blurs the line between
employees & recruiters creating this
platform where employees have their
own company profile in the app & JINIE,
the hostess in the app, like the employ-
ee’s personal assistant, has the answer
to aby HR related query.
Currently AI is in vogue & heavily being
used in HR automation as well to form
a seamless, flexible & more user driven
HR journey smoothing the path in fu-
ture. With these emerging trends in the
field of HR, automation is the vision of
the 21st century which is to exp& in the
next decade & more.
17
 RANK 2
HOW DOES ECM WORK?
Enterprise content management (ECM) soft-
ware reduces the time it takes to complete
tasks—without sacrificing quality of work.
ECM is used to capture, store, secure & access
information by:
• Importing documents of digital repository.
• Organizing them in the repository, where
employees can search & edit documents.
Jagori Mani • Keeping files in a standard format that can
be easily shared across devices.
MBA-PS - 1st sem • Archiving records as non-editable files
IISWBM
WHICH TASKS CAN BE AUTOMATED?
Employee records management: Retain em-
HR automation is the pro- ployee records according to government reg-
cess to improve the efficiency of ulations.
HR departments through auto-
mating the manual HR processes Employee recruitment: Automatically store
& eliminating information-cen- applications submitted through online forms
tered risks. HR along with many in the ECM & assign them to a recruiter.
other departments, relies upon
document-driven processes to Employee on-boarding: Send confidentiality
get their work done. This is quite agreements, waivers etc. to new hires &, once
time-consuming so software like completed, send them to the corresponding
Enterprise Content Management folders.
(ECM) could save precious hours.
This is precisely HR automation. Benefits: Track when employees become eli-

18
HR AUTOMATION:
THE FUTURE OF HR EFFICIENCY
gible for benefits enrollment. 4. Artificial Intelligence & Chat-bot
Artificial intelligence (AI) based HR tools
Health & safety: Send update emails are now available to harvest active &
to floor monitors when an employee passive candidates from all over the In-
leaves the organization or moves to a ternet, job boards & networking sites.
new floor.
5. Performance management
Tax forms: Facilitate the distribution of Most companies have moved from an-
w2s & other tax documents with em- nual or bi-annual performance reviews
ployee email reminders. to Continuous Conversations to achieve
higher performance levels. Automation
APPLICATION IN THE INDUSTRY: provides managers opportunity to store
1. APP based Employee Self Service & track 1-o-1s at one place & record
Managing & engaging workforce that is their feedback instantly.
increasingly virtual or distributed across
a region is immensely challenging for 6. Gamification
firms today. The advent of millennials Gamification is increasingly being inte-
has also driven companies to embrace grated into apprentice & worker skills
latest tech trends. training in manufacturing. Like a flight
or car driving simulator, it is highly rec-
2. Internal Communication ommended for use in safety training
Critical to organization success is com- especially in high risk industries of con-
munication-downward, upward & hori- struction, oil & gas etc.
zontal. Today communication platforms
are being integrated with core HR in- 7. Social Network Analysis & Visualiza-
stead of being a separate platform. tion
By applying Neuroscience & data analyt-
3. Statutory compliance ics to organizational relationships, new
Recent amendments in labor laws & software tools help us map & measure
stringent measures to monitor unorga- relationships & flows between people,
nized sector has put pressure on com- groups, organization etc.
panies to ensure 100% s compliance &
also report the same to labor office.
19

Rituparna Das
MBA-DAY - 1st sem
IISWBM
With the turn of the centu-
ry, technology has been the pre-
dominant factor in revolutionis-
ing every aspect of our lives. Be
it a switch as simple as from the
classic 35 mm film camera to a
smartphone equipped with a po-
tent back camera to structural
upheavals in the largest of organ-
isations, a majority of these deci-
sions have been motivated by the
onset of smarter technology.
20
RANK 3
CORE CONCEPT:
HR automation is the latest trend in the HR
Management field worldwide. Essentially, HR
automation is the use of AI-based technol-
ogies like Enterprise Content Management
(ECM) & Robotic Process Automation (RPA) to
enhance the efficiency of the HR department.
The use of technology to perform standard &
repetitive manual HR activities minimizes the
human involvement, thereby enhancing ac-
curacy & reducing the cost & time factors in-
volved in processing & planning.
Currently, automation is largely finding its feet
in employee data analytics. A decade ago, pa-
per-specific tasks such as filing documents,
creating new folders, transferring documents
between employees, making photocopies
would require scores of HR personnel. Not
anymore! Digital data repositories are being
used to store employee records, making data
easily accessible & operable on.
CURRENT APPLICATIONS:
HR automation is further being applied in ar-
eas like Recruitment & Employee Onboard-
ing, where tedious tasks like filling out forms,
reviewing CVs are being taken over by pro-
grammed bots. In the case of Payroll Process-
HR AUTOMATION:
THE FUTURE OF HR EFFICIENCY
ing, software like UiPath has been used
provided an interesting instance of HR
by a Switzerl&-based company to auto-automation being used in the industry.
mate the payment process up to 90% & KPMG, in collaboration with IBM Wat-
reduce processing time by up to 85%. son, applied automation in HR audit-
Another important aspect of HR auto- ing for an eminent conglomerate. The
mation can be spotted in Performance necessary review of HR policies, pro-
Appraisals. Objective appraisal system
cedures, documentation & systems to
using RPA, where an individual’s per-identify needs for improvement & en-
formance is evaluated by trained soft-
hancement of the HR function that’s
ware based on pre-determined factors usually done by an auditor, was done by
is fast gaining prominence. Automatedsoftware. With just 45 minutes of train-
recruitment tools like Breezy use quick
ing, the automated system recorded an
video assessment tools to conduct exit
impressive accuracy of 73%. Mr. Rekhy
interviews & pick up relevant keywords
further predicted a possible accuracy
to tabulate for future use. level of 98% with 1-2 years of fine-tun-
In case of Attendance Correlation, em-
ing & training of the technology. Major
ployee attendance, employee leave organisations like Cognizant, Accenture,
requests, sick leave permissions & the
Genpact & Deloitte are currently using
subsequent payroll calculations are be-
RPA vendors like Blueprism, Automa-
ing automated to free HR personnel oftionAnywhere, Softomotive & UiPath
a mountain of paperwork. Further, thefor HR automation.
Employee Help Desk Support systems While HR automation boasts of a lot
are also undergoing a sea change owing
of pros, it must be remembered that
to automation. E-commerce & E-retail technology is extremely pervasive. All
websites like Swiggy, Flipkart & Myntra
mechanical operations in the HR field
have brought on automated chatbots toare predicted to be completely taken
reduce waiting time in customer griev-
over by bots by the end of this decade.
ance redressals. In such a scenario, the insight unique
to the human element is what’s going
INSTANCE FROM THE INDUSTRY: to sustain the HR field as technology is
Speaking at the 14th National HRM only the enabler; it’s the human touch
Summit held in New Delhi, 2016, for- in HR that will continue to enthuse, en-
mer CEO of KPMG India, Richard Rekhy courage & enable people.
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PEOPLE

TEAM HR - NXT
Batch of 2017-19

Shrestha Das Abhijit Chowdhury Ankita Datta

Mainak Karmakar Rajesh Roy Shabib Akram

Mayurika Mukhopadhyay Aditi Barman Sridatri Mukherjee

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PEOPLE

TEAM HR - NXT
Batch of 2017-19

Annesha Chattopadhyay Reetwik Roy Sulagna Hazra

Rittick Dhenki Nilak Dutta

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Magazine Designer - Abhijit Chowdhury and Reetwik Roy