Navigating Challenges: Implementing HR Technology Smoothly
Jai Dev B, Senior Director People Experience Milestone Technologies
In a conversation with Keerthana, Correspondent, Higher Education Review Magazine, Jai Dev B, Senior Director People Experience at Milestone Technologies, Inc., shared his views and thoughts on the role of AI and machine learning in HR technology as well as the common challenges organizations face when implementing HR technology.
In your opinion, what are the most critical features or capabilities that HR technology should have to enhance the overall HR function?
Human Resources’ influence permeates almost every aspect of an Enterprise’s operations and is evidenced by the multi¬tude of management modules and features that comprise a complete HR system. It should have the following
• Could/ On-premises
• Time and Attendance
• Recruiting
• PMS and Employee benefits
• Reporting and Analytics
• Learning and Development
• Self-service portals
• Integration options
• Data management
• Succession planning
• Compensation
• Mobile app
What is the role of AI and machine learning in HR technology, & how does it impact HR processes?
A lot of AI and machine learning use cases revolve around eliminating the tedious and routine tasks, while HR staffs handle the most important side of the job - human interac¬tion. The following key problems may be solved by AI for HR.
Efficiency Improvement - Automating repetitive tasks. AI will empower companies to make faster decisions by:
• Accessing up-to-date information.
• Spotting trends through pattern recognition.
• Using machine learning to identify past mistakes to avoid and accelerating processes.
Recruitment & Candidate Assessment – More ef¬ficient and less biased hiring.
• One of the major disruptors in candidate hiring is Artificial Intelligence platform. The quantifiable score compares all the candidates and makes the optimal unbiased hiring decisions.
• AI helps companies through the process of pre-hire assessments. An AI-powered system analyses the resume and compares it to the successful employees in the same role.
Chatbots Employee Development – Coaching and engaging employees to enable personal growth.
• Companies using AI in recruitment are now building AI-based coaching tools that request feedback, read comments, and glean sentiment from employees and entire teams. They use data to match these individual and team issues against higher performing teams, giving managers and supervisors the requisite tools to do better.
Culture Maintenance & Hr Management – Identifying cultural issues and key areas for improvement.
• AI can look at organizational network data like email traffic, survey results and sentiment of comments to identify areas of stress, arising ethical dilemmas, and various forms of spreading toxicity within a company culture. This helps HR staff identify red flags faster and act in a preventive rather than reactive way.
• Employee mental health is extremely important. To remedy some ongoing cultural issues, AI now identifies behaviors that cause poor work performance and disrupt the balance of the working environment. A new breed of intelligent chatbots can ease these situations by providing interactions in an intelligent and easy-going manner while alerting the HR department of any cases that go beyond the red line and need in person handling.
According to you, how does HR technology contribute to diversity & inclusion initiatives within the organizations?
HR technology is a key part of companies’ efforts to promote diversity, equality, and inclusion. Technology solutions are changing how companies handle DEI, from hiring without bias and making decisions based on data to learning and development programs that are open to everyone. By using HR technology, companies can build open work cultures, draw and keep a wide range of people, and give all employees the same chances. But it’s important to make sure that these technologies are constantly checked for possible biases and that human judgment and sensitivity are part of how they are used. With the right mix of technology and human effort, companies can build settings that accept and celebrate the different skills and points of view of their employees. Diversity, equity, and inclusion (DEI) have become important focuses for companies that want to make workplaces that are fair and include everyone. HR teams are looking to technology solutions made to handle and improve diversity and inclusion efforts.
What are some common challenges organizations faces when implementing HR technology & how can they overcome these challenges?
Insufficient data & poor reporting – Integrated HR technology.
Over dependence on IT support/ Lack of technical expertise – Democratizing HR Tech.
Lack of scalability – Investing in scalable HRIS.
Compliance problems – Use a platform with automated compliance management.
In your opinion, how can HR technology support talent management & succession planning within an organization?
The integration of Talent management and succession planning processes is essential for organizations looking to optimize their HR strategies and stay ahead in the competitive landscape. A successful integration requires a comprehensive approach that encompasses various aspects, including:
Understanding the organization’s unique needs and objectives, this helps in selecting the right technology that supports talent management and succession planning.
Providing comprehensive training and support to ensure user adoption of the technology, fostering a smooth transition and maximizing the benefits of the integrated system.
Regularly reviewing and evaluating the effectiveness of the integration, engaging in continual assessment and improvement, and maintaining a strong relationship with the software development company to ensure ongoing alignment and success.
By following the framework outlined here, organizations can unlock the full potential of HR Tech, drive better talent management outcomes, and ensure a strong pipeline of future leaders.
Jai Dev B, Senior Director
Jai Dev B, with more than 18 years of influential HR accountability in translating business strategy into organizational effectiveness to deliver business results in IT and ITeS, manufacturing, financial services, and FMCG industries across countries
In your opinion, what are the most critical features or capabilities that HR technology should have to enhance the overall HR function?
Human Resources’ influence permeates almost every aspect of an Enterprise’s operations and is evidenced by the multi¬tude of management modules and features that comprise a complete HR system. It should have the following
• Could/ On-premises
• Time and Attendance
• Recruiting
• PMS and Employee benefits
• Reporting and Analytics
• Learning and Development
• Self-service portals
• Integration options
• Data management
• Succession planning
• Compensation
• Mobile app
What is the role of AI and machine learning in HR technology, & how does it impact HR processes?
A lot of AI and machine learning use cases revolve around eliminating the tedious and routine tasks, while HR staffs handle the most important side of the job - human interac¬tion. The following key problems may be solved by AI for HR.
Efficiency Improvement - Automating repetitive tasks. AI will empower companies to make faster decisions by:
• Accessing up-to-date information.
• Spotting trends through pattern recognition.
• Using machine learning to identify past mistakes to avoid and accelerating processes.
Recruitment & Candidate Assessment – More ef¬ficient and less biased hiring.
• One of the major disruptors in candidate hiring is Artificial Intelligence platform. The quantifiable score compares all the candidates and makes the optimal unbiased hiring decisions.
• AI helps companies through the process of pre-hire assessments. An AI-powered system analyses the resume and compares it to the successful employees in the same role.
Chatbots Employee Development – Coaching and engaging employees to enable personal growth.
• Companies using AI in recruitment are now building AI-based coaching tools that request feedback, read comments, and glean sentiment from employees and entire teams. They use data to match these individual and team issues against higher performing teams, giving managers and supervisors the requisite tools to do better.
Culture Maintenance & Hr Management – Identifying cultural issues and key areas for improvement.
• AI can look at organizational network data like email traffic, survey results and sentiment of comments to identify areas of stress, arising ethical dilemmas, and various forms of spreading toxicity within a company culture. This helps HR staff identify red flags faster and act in a preventive rather than reactive way.
• Employee mental health is extremely important. To remedy some ongoing cultural issues, AI now identifies behaviors that cause poor work performance and disrupt the balance of the working environment. A new breed of intelligent chatbots can ease these situations by providing interactions in an intelligent and easy-going manner while alerting the HR department of any cases that go beyond the red line and need in person handling.
According to you, how does HR technology contribute to diversity & inclusion initiatives within the organizations?
HR technology is a key part of companies’ efforts to promote diversity, equality, and inclusion. Technology solutions are changing how companies handle DEI, from hiring without bias and making decisions based on data to learning and development programs that are open to everyone. By using HR technology, companies can build open work cultures, draw and keep a wide range of people, and give all employees the same chances. But it’s important to make sure that these technologies are constantly checked for possible biases and that human judgment and sensitivity are part of how they are used. With the right mix of technology and human effort, companies can build settings that accept and celebrate the different skills and points of view of their employees. Diversity, equity, and inclusion (DEI) have become important focuses for companies that want to make workplaces that are fair and include everyone. HR teams are looking to technology solutions made to handle and improve diversity and inclusion efforts.
What are some common challenges organizations faces when implementing HR technology & how can they overcome these challenges?
Insufficient data & poor reporting – Integrated HR technology.
Over dependence on IT support/ Lack of technical expertise – Democratizing HR Tech.
Lack of scalability – Investing in scalable HRIS.
Compliance problems – Use a platform with automated compliance management.
In your opinion, how can HR technology support talent management & succession planning within an organization?
The integration of Talent management and succession planning processes is essential for organizations looking to optimize their HR strategies and stay ahead in the competitive landscape. A successful integration requires a comprehensive approach that encompasses various aspects, including:
Understanding the organization’s unique needs and objectives, this helps in selecting the right technology that supports talent management and succession planning.
Providing comprehensive training and support to ensure user adoption of the technology, fostering a smooth transition and maximizing the benefits of the integrated system.
Regularly reviewing and evaluating the effectiveness of the integration, engaging in continual assessment and improvement, and maintaining a strong relationship with the software development company to ensure ongoing alignment and success.
By following the framework outlined here, organizations can unlock the full potential of HR Tech, drive better talent management outcomes, and ensure a strong pipeline of future leaders.
Jai Dev B, Senior Director
Jai Dev B, with more than 18 years of influential HR accountability in translating business strategy into organizational effectiveness to deliver business results in IT and ITeS, manufacturing, financial services, and FMCG industries across countries
