[HR ROUNDTABLE]
the Chairperson of the session,
moderated the panel discussion,
giving it a boost start with his
valuable insights on the automation
processes.
The chairperson started
deliberations by addressing
the interventions of Artifi cial
Intelligence and Automation in
HR, and how they will have a
major impact on the processes and
workforce. To this, Dr. Maitra was
of the opinion that rudimentary
report should be automated
and automation should be fi rst
started with basic processes and
environment. Dr. Ramadyani cited
that automation means ‘speed and
convenience’ and hence, automation
serve the present generation’s
needs as they want everything on
their smart phones and tabs. Mr.
Malakar, backing her, favoured that
convenience is very important as
automation has made the processes
more challenging. Mr. Pillai opined
that HR is not restricted to any
automation and it is just the tool to
increase of the processes. Ms. Puri
had a view that HR is strategic these
days as everything is moving at a
very fast pace for which one has to
be adaptive in nature. Dr. Nilanjan
26
The second crucial phase of discussion was on
the impact of automation on recruitment and
selection in organisations, and how recruiters
separate the wheat from the chaff and fi nd that
perfect hire quickly.
Mukherjee was also of the opinion
that automating the processes gives
access to any information you may
need and removes the hassle of
correlating and fi ling records.
The second crucial phase of
discussion was on the impact of
automation on recruitment and
selection in organisations, and
how recruiters separate the wheat
from the chaff and fi nd that perfect
hire quickly. Moderator citing
examples from the factories and
industries asked the panellists
their opinion on various job
portals for recruitment. Mr. Pillai
stressed on the ‘star formats’
in profi les as he was of the view
that certain keywords to be used
which are tangible and measurable
in nature which increases the
viability of getting selected and
shortlisted. He also emphasised on
the relevance of social media and
digital presence and said that how
| Vol. 9 Issue 6 • Sep-Oct 2018, Noida / Pre-Event Edition
job portals are like equalisers but
not the differentiators. Dr. Maitra
introduced how WatsApp recruiting
is also taking place. Ms. Puri and
Dr. Nilanjhan Mukherjee both
supported the technology such as
LinkedIn, Naukari.com, and other
career-building networks, where
recruiters can discover qualifi ed
candidates more easily than before.
Mr. Malakar opined that what
robots and AI can’t replace is the
human element of HR that shapes
the company culture and provides
an environment for employees to
develop their IQ and EQ. He cited
examples how they still believe
on reference hiring as it provides
them with more retainability of
employees which robots would
not be able to do. Dr. Ramadyani
supported the view and said that
60 percent of hiring is still carried
out through reference hiring,
where employees are provided
with different bonus schemes and
incentives. The moderator concluded
with a brief on how automation
and machine learning are just the
tools that simplify modern hiring,
and recruiters are increasingly
turning to automation to streamline
processes and make their jobs easier.
The third crucial point of
discussion was the impact of
automation on performance
management systems in
organisations where it opens an
opportunity for a real-time two-way
dialogue between the employees
and the supervisor. Mr. Malakar