For many decades, technology is seen as a way to reduce the workload that labor involves, like a revolution to make our lives easier. As humans kept on evolving, they thought of putting their part of effort into figuring out bigger insights
and automate those tasks which do not involve an active human engagement.
True that technology has made some serious advancements. Sensors, hand gestures controlling electronics or enabling automated driverless cars, voice recognition receiving and interpreting dictation or to understand and carry out spoken commands. Concepts like these in the past were used to show science fiction or even movies related to wizardry. We seem to have covered some significant amount of distance from being in the realm of fictional thoughts, to actually putting those ideas to work. We surely created a magical world of machines receiving our commands and converting them to digital signals.
On a professional front, organizations that are strategically planning how machines and people will work together is a good initial step to categorize skills and tasks. AI is gearing up to make the interaction between humans and technology amicable, organizations are gaining access to more information than ever about people, their behavior, and their preferences. They are designed to generate a stupendous amount of data from which meanings are extracted.
However, we cannot take AI to be a replacement for human leadership or decision making even if the technology is making new wavelengths regularly. Although all of these innovations and discoveries offer tremendous possibilities for businesses and society, like any effect, they bring an after effect and introduce new concerns about how detrimental this symbiosis of technologies and human interaction will be. We cannot base business decisions solely on information deduced from numbers, they must also be at par with a company's vision and core values.
If we can strike a meaningful balance, we can see how Human Resources can turn this into new opportunities for its people and organization. HR leaders must possess the knowledge to lead their people into the future with a clear set of ideas and strategies for implementing them. The HR should make the conversion from being a builder of data to a consumer of data.
It is a given fact that these technological breakthroughs will cause some disruption in the traditional workspace and create an atmosphere of unpredictability. So the big question is how can an HR organization ease this uncertainty and transform all those data's into new possibilities? One way to think of this is a form of assistance that can make jobs easier. Also, moving human capital management (HCM) is a comprehensive set of practices for recruiting, managing, developing and optimizing the human resources of an organization to the cloud. By doing these HR leaders will have access to timely reorganizations deemed to be necessary and have access to seamless integration with other solutions. Cloud implementations can, therefore, offer continuous upgrades to AI and other technologies that would have been difficult to achieve otherwise.
Organizations that have cloud-based HCM solutions can enable HR's to simplify and accelerate their work and also engage the workforce from recruitment to retirement. Cloud can make the workforce more flexible to changes and get them to be future ready. Technology can empower these employees to view and predict business alterations in advance. Lastly, through the incorporation of these technologies, HR can help their organizations to reshape their processes around the employees and adopt an approach that can help them do their jobs better and faster.