HR and Robotics Assignment Sample

Navigating the Future: HR and Robotics Assignment

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Importance of the topic HR and Robotics

Due to the growing usage of automation across a variety of sectors, the subject of human resources and recruiting is of utmost relevance in the context of robotics. It has been discovered that robotics can increase the effectiveness and precision of hiring procedures including resume screening and applicant interviews. It also calls into question the necessity for reskilling and upskilling the workforce as well as any potential effects on job chances. Therefore, comprehending how human resources and robotics interact can help in the development of efficient plans for managing hiring and workforce planning in the face of technological advancements. Up to 375 million people may need to change occupational categories and pick up new skills by 2030 as a result of automation and other technological advancements, according to a McKinsey Global Institute report. To ensure the ongoing success of their businesses and the employability of their employees, human resources professionals must keep up with the newest trends and advancements in robotics and other emerging technology(McKinsey Global Institute,2021).

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Development of the topic

Over the past few years, there has been significant development in the area of human resources and recruitment in the context of robotics. Organisations are investigating the potential advantages and difficulties of integrating robotics into their recruiting procedures as automation is used more often across a variety of sectors. Robotics has been used in recruiting in a number of studies, and several have concluded that it increases the process' accuracy and efficiency (Bock, 2021). Additionally, the development of chatbots and virtual assistants that can converse with candidates and respond to their inquiries in real-time is made possible by the advancement of artificial intelligence (AI) and machine learning. This has enhanced the applicant experience while also allowing human recruiters to concentrate on harder jobs like relationship-building and interviewing(Hu, 2020). Concerns have also been expressed regarding the necessity to reskill and upskill the workforce as well as the possible impact on job chances. Therefore, businesses are looking into ways to balance the advantages of robotics with the requirement to support their human workforce(Society,2019).

Description of the technology

The robotics industry uses a variety of artificial intelligence (AI) and machine learning (ML) techniques in the context of human resources and recruiting. These algorithms allow robots and chatbots to carry out duties like applicant interviews and resume screening, enabling a more effective and accurate hiring process. AI-powered chatbots may interact with candidates in real-time, responding to their inquiries and giving them pertinent details about the position and the company. In order to determine an applicant's appropriateness for the position, they might also conduct initial screening interviews and compile statistics on candidate replies. In order to assist recruiters, make better selections, ML systems can analyse massive amounts of data, including candidate resumes and social media profiles. Additionally, they can offer advice on how to spot bias in the hiring process and suggest alternatives. Additionally, administrative tasks like scheduling interviews and reminding candidates can be automated with the aid of robotics technology, freeing up human recruiters to concentrate on more difficult jobs (Feldman, 2019).

Technological platforms and software are used in the topic

A variety of AI-powered chatbots, virtual assistants, and applicant tracking systems (ATS) are among the technical platforms and software utilised in the field of human resources and recruiting in robotics. These technologies automate the hiring process using machine learning and natural language processing (NLP). Virtual assistants and chatbots may interact with candidates in real-time, respond to their inquiries, and arrange interviews. Additionally, they can give candidates pertinent information about the position and the company, improving the candidate experience(Willemse, 2019). The management of the hiring process, from initial screening through onboarding, may be aided with ATS software. These systems evaluate resumes using AI algorithms, identify possible employees, and monitor candidate progress throughout the course of the hiring process. Additionally, some businesses use software for video interviews that evaluates candidates' responses and facial expressions to assess their suitability for the position(Raza, 2021).

What type of business and organization uses the technology?

Numerous companies and organisations from numerous industries are implementing the technology used in robotics' human resources and recruitment processes. These technologies are most frequently used by businesses in industries like retail, healthcare, and finance that hire a lot of people and get a lot of job applications(Hilton, 2018). For instance, Hilton Worldwide employs virtual interviewing technology to speed up its hiring process, while Amazon has been employing AI-powered recruiting tools to review resumes and conduct first applicant interviews. AI and machine learning algorithms are being used by healthcare organisations like Mercy Health and Montefiore Health System to forecast staff attrition and enhance personnel planning(Dickey, 2018) Additionally, smaller businesses are utilising these technologies to streamline their hiring procedures and automate administrative tasks. Small firms may handle the hiring process without the need for a specialised HR team with the use of chatbots and virtual assistants( Mercy , 2019).

Used as a business tool

Robotics and AI are already widely used in human resources and recruiting, and they are an important tool for businesses looking to improve applicant experience, increase efficiency, and expedite recruitment procedures. HR professionals may concentrate on strategic objectives like applicant engagement and cultural fit by automating administrative duties like resume screening, candidate communication, and interview scheduling (Dagher, 2021). According to research, the recruiting process might significantly improve with the usage of AI in recruitment. According to a LinkedIn research, businesses who used AI in their hiring process saw a 20% improvement in the quality of employees and a 50% decrease in the amount of time it took to fill positions. The study also discovered that by removing subjective recruiting criteria, AI can assist in eradicating prejudice in the hiring process. It is also crucial to remember that there is ongoing discussion about the usefulness of AI in recruiting and worries that, if not applied appropriately, prejudice may be perpetuated (LinkedIn, 2018).

Section 2:

How the organisations in the chosen industry have understood the implications of this technology and altered what they do and how they do it

One of India's biggest private sector banks, HDFC Bank, has been in the forefront of utilising technology to enhance its offerings and processes. The bank has modified its strategy to talent acquisition to stay ahead of the competition after understanding the implications of robots and AI in human resources and recruiting (HSBC, 2019). The first is that "Eva" is an AI-powered chatbot that HDFC Bank has developed to help with hiring. Eva is capable of answering several questions about hiring, setting up interviews, and giving comments to applicants. Eva has lessened the workload of HR personnel and enhanced the applicant experience by automating these procedures. Eva has proven effective in cutting the recruiting time by 70% and increasing applications received by 160%(The Financial Brand, 2018).Second, HDFC Bank has established a digital training and upskilling platform named "Samarth" for its staff. Samarth is an AI-powered platform that provides tailored learning paths depending on the position, talents, and career objectives of the individual. Samarth has enhanced employee engagement and retention while assisting HDFC Bank in closing the organization's talent gap. Thirdly, in order to onboard new hires remotely, HDFC Bank has devised a virtual onboarding programme. The programme for virtual onboarding comprises online training courses, virtual team meet-and-greets, and virtual tours(Finextra, 2018). HDFC Bank has reduced onboarding time by 50% and enhanced the onboarding experience for new recruits by introducing a virtual onboarding programme. Fourthly, to evaluate applicants remotely, HDFC Bank has built an AI-powered video interview platform. The AI in the video interview platform examines the candidate's linguistic skills, voice modulation, and facial expressions. The platform has shortened the hiring process' time and cost and assisted HDFC Bank in conducting objective applicant evaluations. Last but not least, HDFC Bank has put in place a performance management system that uses AI and gives staff members feedback in real-time. The performance management system analyses the employee's performance data using AI to pinpoint areas that need improvement and offer tailored criticism. The method has assisted HDFC Bank in enhancing employee performance, spotting top performers, and keeping talented staff members. In conclusion, HDFC Bank has modified its strategy to talent acquisition to keep ahead of the competition since it has recognised the significance of robots and AI in human resources and recruiting. HDFC Bank has enhanced the applicant experience, closed the skill gap, and increased staff engagement and retention by adopting AI-powered chatbots, digital learning platforms, virtual onboarding programmes, video interview platforms, and performance management systems(Forbes, 2019).

The emergence of brand-new organisations, built around digital technology

The introduction of digital technology has significantly altered how traditional corporate practises, such as recruiting and human resources, are carried out. With the development of technology, new businesses centred on digital technology have developed, posing a threat to established businesses that have been slow to adapt it. HSBC, a global provider of banking and financial services, is one such corporation(HSBC, 2021). Since it entered the banking industry more than a century ago, HSBC has prospered thanks to its traditional banking methods. The organisation had to modify and restructure its operations as a result of the development of digital technology in order to stay competitive in the market. HSBC has made significant investments in digital technology recently to improve customer experience and automate business processes(KPMG, 2020)

Digital technology has been adopted by HSBC in a number of departments, including human resources and hiring. The company has been utilising technology to streamline a number of HR procedures, including hiring, onboarding, and candidate screening. In order to enhance its hiring procedure, HSBC has also implemented chatbots that are driven by artificial intelligence. This has greatly shortened the hiring process's duration and enhanced the applicant experience.

Additionally, HSBC has introduced a brand-new platform for hiring called "HSBC Now," which links prospective employees with positions that are relevant to them. The platform uses data analytics to match individuals' talents and experience with open positions, improving the effectiveness and efficiency of the hiring process.

Additionally, HSBC has been utilising robotics in its operations to drastically cut the time needed to complete various tasks, enhancing productivity and lowering costs for the company. Robots have been installed by the corporation in its locations to help consumers with standard banking tasks, freeing up staff time for more complicated problems. Traditional organisations like HSBC, who have not adopted this technology, are facing huge difficulties from the advent of new organisations centred around digital technology. To meet this issue, HSBC has adopted digital technologies and changed the way its business is run. As a result, the company has been able to improve customer satisfaction, streamline processes, and stay competitive in the market.

Traditional organisations like HSBC, who have not adopted this technology, are facing huge difficulties from the advent of new organisations centred around digital technology. To meet this issue, HSBC has adopted digital technologies and changed the way its business is run. As a result, the company has been able to improve customer satisfaction, streamline processes, and stay competitive in the market. In conclusion, established organisations like HSBC have faced serious problems as a result of the advent of new organisations centred around digital technology. But by embracing digital technology, HSBC has been able to transform its business, maintain its position as a market leader, and improve customer satisfaction. This has made it possible for the company to effectively compete with new market entrants and maintain its relevance in the banking industry(The Financial Brand, 2021).


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