As per the proprietary research by CareerBuilder, a global human capital solutions firm: HR manager respondents who do not entirely automate, say that they waste 14 hours a week from manually performing tasks. HR managers are positive about the impact of automation and artificial intelligence (AI) on HR policies. This is also corroborated in a review by CareerBuilder, where 72 percent of respondents stated that they “expect that few roles within talent procurement and human capital management will become entirely automated in the next ten years.” HR automation is, indeed, on the increase with the top three automated purposes: employee benefits (53 percent), employee messaging (57 percent), and payroll (47 percent). It is only a circumstance of time before automation drastically influences on HR operations and displays a catalyst for employee engagement.
Robotics and the Future of the Workforce
Other technologies assumed to have a significant influence on HR are robotics and AI. With the arrival of automated solutions that can manage clerical or repetitive work, there is a requirement to plan, look into possible career displacement, and manage employee changes to new roles. The onset of the machine administration is set to displace portions of the workforce, with two-thirds of all jobs sensitive to being rendered obsolete by automation. This, however, changes depending on the rate of adoption of technology in particular countries.
According to analysis and advisory firm Forrester, automation could point to a net job decline of 9.8 million or 7 percent jobs in the U.S. only by 2027. As a result, a new stream of posts will develop and require a different skill set (for example, information security specialist, data analyst). Employees contemplate this to be one of the most critical risks of automation but are also optimistic about their perceived advantages in their everyday work. Nine out of ten workers attempt to automate mundane responsibilities at the workplace.
Remote Working Are Redefining the Working World
As traditional business methods evolve, we see an expansion in the freelance or gig economy and remote performance, which have become accepted methods. According to Upwork’s Future Workforce Report, almost half of the respondent companies employ flexible workers. Surprisingly, 90 percent of hiring managers say that they are more content with the skills of freelancers than their original full-time workers. Companies are more inclined to hire freelancers based on quality over price. The U.S., the Netherlands, and the UK lead the number in embracing the gig economy, as these nations have a high share of self-employed people. A favorable policy environment was one circumstance perceived to have fueled the increase of the gig economy in these countries.
Employers and workers both directly benefit from telecommuting systems by gaining more flexibility in office space utilization and decreasing time and money spent commuting to and from the workplace. As technology advances extra, telecommuting could become the new standard. Already, some organizations are changing corporate spending from office space and businesses to subsidizing connectivity costs of employees who work offsite. Eventually, this will necessitate the examination and updating of company people organizations and local labor regulations to make telecommuting more aligned with the prospect of work.
Data shows that 79 percent of job seekers are expected to use job search portals, while talent acquisition administrators also consider online professional arrangements as a useful branding tool. HR managers are additionally increasingly aligning with this course, where 72 percent of recruiters utilize LinkedIn to hire employees, and 55 percent of organizations strategically adopt Facebook and Twitter for different HR purposes.
Aside from the influence of social media, organizations are additionally leveraging data analytics and cloud-based explications to deliver improved HR assistance and gain better insights on trends influencing their employees. Small-scale companies are beginning to adopt cloud technology for specialized functions such as human resource management systems, talent management, workforce management, and payroll.
Organizations are also funding resources for social media accessories and HR technology integration. Two in five businesses say that their HR technology spending is on the increase. However, investment in HR technology is not always top of mind for some business leaders because of their intangible impression on the organization’s bottom line and employee potency. Despite the digital disruptions changing business today, many organizations have yet to embrace technologies for their core business or for maintenance functions that involve HR.