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Impact of Robotics in delivering HR Services

by Brucelin 

1.What is your take about robotics automation in the HR industry?

In any industry, repeated and manual tasks are good candidates for automation with bots. HR industry is no different and it has a huge potential for robotic automation.

The HR spectrum ranges from pre-on boarding to post–exit operations and currently there are several mundane and redundant tasks which are done manually. The key here is to pick out those activities that are time-consuming at a mass level and try to replace them with software programs called “Bots”

Tasks, like verifying the on boarding checklist, sending out emails, validating payroll inputs and outputs etc, are good candidates for automation.

Automation also improves precision and quality of these activities apart from saving time and effort.

2.Can you name some of the common HR processes where bots intervene to enhance the quality of work delivered? Has this drastically reduced manual intervention?

Sub-processes in on-boarding, recruiting and payroll processing are some HR processes where bots are found to be commonly deployed. Let us take the case of On-boarding/exit; the following tasks can easily be automated using this evolving technology

  • Assess, prepare and create new joiner data
  • Streamline information across disparate corporate systems for preparation on Day 1
  • Consolidate leave input from business areas and feed to downstream systems

In the case of recruitment, there are several areas where automation can be applied. Take, for example, the following scenarios

  • Processing candidate notifications for interviews, rejection and feedback
  • Candidate reviews – screening of CV’s and online application forms

The entire sequence of events from sourcing resumes by referring to a Job Description to scheduling interviews and rolling out offers can be automated through proper strategizing and planning.

However, these are just the tip of the iceberg; there are several other innovative aspects to this, if rightly explored, could result in strengthening the HR processing landscape

3.List some of the key advantages of using robotics in HR processes?

Some of the key benefits of using robotics in HR include

  • Time and cost savings
  • Increased accuracy and efficiency
  • Increased consistency of processing
  • Improved productivity and throughput

4.What, in your point of view are the key trends to watch out in the field of robotics in the next 5 years? What would be the biggest technology trends to look forward to in 2017?

I think robotics is going to be a huge game changer across all the industries. The wave has already started everywhere and Robotics along with Artificial Intelligence, Block chain and IOT are going to create a huge disruption in the way in which businesses are going to operate in the future

In the next 5 years, tools like Blue Prism, UI Path and Automation Anywhere are going to be used exhaustively to automate manual processes across all the industries. In areas where strategy and decision making are required, AI and Robotics will collaborate.

The Key trends to watch out for in 2017 include Artificial Intelligence, Machine Learning, Block chain and IOT

5.Do you think any particular industry is adopting robotics fast these days? As an authority in the field, could you point out the early adopters of RPA in the industry?

Retail and health care are two important industries that are adopting robotics at a rapid pace. Take the case of Amazon, they already have drones manning their warehouses and they also plan to do door delivery of goods using drones in the future.

Robots are also deployed in production and assembly lines in major factories to reduce dependency on Human Resources.

In the case of healthcare, robot-assisted surgeries are highly common these days, we also have robots taking the role of general physicians by imbibing all the knowledge that are essential to analyse patient cases and take necessary actions. Artificially intelligent healthcare chat-bots could evolve to treat many common ailments.

6.In closing, can you share few key learning’s that you’ve had over the course of your professional exposure and experience in dealing with the robotics and automation?

The most important thing to understand is that automation is not really a new term – The era of automation started with the advent of computers and later the internet where various tools were devised to solve business. From mainframes to the client servers to cloud computing, automation has evolved in different phases encompassing different areas.

Robotics and AI have existed for a while now and the thrust to use them has increased in the past couple of years due to the enormous growth in business processes due to the scarcity of manpower as well as the ever-increasing cost of skilled and unskilled labour.

My final take is that unlike earlier occasions, robotics is going to make a huge dent in the way business is being carried out now and unless business owners realise this and make the right moves, they might find themselves questioning their survival amidst competitors who might have travelled far ahead of the curve.

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Neeyamo’s Success Mantra for PEOs

Neeyamo’s Success Mantra for PEOs

Neeyamo’s Success Mantra for PEOs

Helping clients succeed by leveraging pre-employment background checks to reduce risk and improve quality of hire.

HIPAA violation, credit card forgery, unlawful conduct, disregard for company policy, and finally legal battles for the employer!- Contributions of a bad hire. The question that rises here is who is responsible for the bad hire? Client or PEO? Would it matter if a third party claim arose? Who is accountable? Who could have mitigated the risk?

Protecting the organization and its integrity is of primary concern for performing applicant background screening. According to a research by American Databank statistics show that around 30% of the resumes have false information, 45% of potential employees have criminal record, and sexual harassment has increased by over 15% annually, the most important statistics though is that 30% of the business failures are caused by employee theft and over 2 million crimes occur in workplace annually. Estimates of fraud committed by employees cost US companies approximately 20 billion dollars. An employer’s responsibility does not only revolve around “Providing the right kind of asset at the right time with the right skills” but of equal importance should be “Providing an asset that would enable a safe working environment”.

Well, its time PEOs commit to improve or reform its hiring practices. It should consider leveraging “effective” pre-employment background screening process to insulate it (and its client) from incurring reputation, financial and/ or business risks.

Success Mantra 1: I will help my clients make the “right” hire.
In an environment where companies are scrambling for talent, it is very likely that many a times organizations end up hiring the first one that fits the bill and not necessarily the best one. In an environment where companies are more and more resorting to “just-in-time” hiring practices based on data points made available in the resume, the importance of ensuring the data points considered for hire is true and accurate cannot be undermined. Falsification of academic records or fabricated information is an endemic problem. Manipulation of resume is equally very as well. Academic and reference checks (multi-dimensional) can go a long way in validating the basis on which the decision to hire the employee was made.

A number of annual reports, including BDO Stoy Hayward’s Fraudtrack 41 and CIFAS’s2 (The UK’s fraud prevention service) ‘The Enemy Within’ have showed a rising level of major discrepancies and embellishments on resumes over previous years. Such business fraud costs businesses billions of dollars every year!

Good hire ensures good client reputation and relationship. It is therefore important for the PEO to ensure that adequate academic and reference checks are done to be assured about the quality of hire.

Success Mantra 2: I will protect my client from liability arising out of negligent hiring suits

Employer’s inability to exercise proper ‘due -diligence’ will expose to negligent hiring risk litigations, a growing problem from which no employer is immune. An employer has an obligation to its employees to provide a safe and secure working environment. Workplace violence can lead to liability not only for the client but also for the PEO. The primary measure for preventing negligent hiring would be to perform a background check on potential hires. Of course, a check alone will not ensure that the employer will not be held liable, but it confirms that the employer used a diligent approach and reasonable care during hiring to screen potential violators.

Statistics at American Databank3 show that employers lose 72% of all negligent hiring suits. Employers repeatedly are held liable with penalties, most times running them into millions of dollars negligent hiring lawsuits. Would a PEO be insulated from such a liability if the client went bankrupt? Having a written policy for BGV is paramount but enforcing the policy would protect the client and PEO.

Reasonable pre-employment screening procedures would include checks for employment, credit, criminal, arrest, incarceration, sex offender, citizenship, immigration or legal working status, driving and vehicle records, drug abuse, and other checks regardless of the job, its duration, role, or background of the applicant.

Success Mantra 3: I will share the responsibility of creating a safe and secure environment for my co-employees to work
In a 2008 report released by the U.S. Bureau of Labor Statistics, 13 percent of the 5,840-workplace fatalities that happened in 2006 were the result of assaults and violent acts. Needless to say, a robust pre-employment background screening can do wonders when it comes to avoiding workplace violence. People with histories of domestic abuse, assault and battery, drug and alcohol abuse, etc. are more prone to on-the-job violence, according to SHRM. Background checks help uncover these behaviours.

American Databank shows that over 2 million crimes occur in the workplace annually and 45% of potential employees have a criminal record, bad driving record, worker’s compensation claim or a bad credit history.

While background check provides no guarantee that employees with “clean records” will not indulge in workplace violence, nevertheless, they are important in achieving the larger goal of providing employees with a safe working environment.

Success Mantra 4: I will consult as a risk advisor to my co-employing customers that will help in improving overall pre-employment check efficiencies
In a co-employment pact with PEO, the clients are actually seeking to shift the risk of loss for its permanent workforce. Businesses are not equipped to handle onslaught of regulations and regulators and the burden is particularly onerous on small businesses. Barring full compliance, the agreement between PEO and its client normally places all liability for any benefits or damages back on the client. Host of labor risks could be mitigated by a proactive and value-added PEO could go a long way in being a risk advisor/ partner of its client.

Each state in the U.S. has differing regulations for workers’ compensation insurance and state unemployment insurance, so PEOs are typically regulated at the state level . Regulations pertaining to FMLA Act, National Labor Relations Act and other such regulations only mean the regulatory framework can indeed be complex for a small enterprise and therefore the need for a risk advisor in the form of its PEO partner.

A PEO is mostly better equipped than its average clients to ensure compliance with employment law requirements and provide for improved worker safety. It is better equipped to educate its client on the need to have adequate and efficient pre -employment screening.