A robot for a CHRO
Avisiting tech lead at a robotics and communications lab outside Kyoto in Japan, who also teaches at Osaka University, which is a 2-hour commute for him, has created a robotic duplicate of himself, which can actually handle his teaching duties, once activated from a computer at the university lab. While the robot is not doing this ‘in absentia’ job still, such a proposition is not far off.
Another case i s that of K2, a humanoid developed by Tech Mahindra and deployed at its Noida campus. K2 is said to be taking up HR functions with a human touch. It is described as a machine with a perfect blend of knowledge and kindness, handling routine HR transactions and offering constant assistance to the HR team in creating an enhanced employee experience. K2 uses artificial intelligence and can initiate a conversation without any need for wake-up commands. It can respond to queries with text display along with speech. It can also address general and specific HR-related employee queries as well as handle personal requests for actions like providing payslips, tax forms etc.
HR is one domain in which AI has gained huge presence. In the days to come, this is to peak and the involvement perfected. AI has already helped streamline several HR processes and eliminated the need for human interference. Unlike humans, who can influence decisions and show biases in their judgements, AI is dispassionate, fast and efficient.
There are several arguments for the use of AI in HR. Among these are that it can (i) process applications faster and facilitate quicker appointments, (ii) identify vacancies in the organization, then sift through job portals, identify the best-fit candidates, call them for interviews, even conduct interviews and finalize appointments, (iii) help create better retention and productivity by hiring candidates most suitable for a position, (iv) eliminate bias while hiring, (v) streamline onboarding with the use of chatbots, (vi) create better job descriptions, (vii) improve employee engagement and build better relationships and (viii) save time by automating routine tasks.
The question that arises is whether AI can fully take over HR departments like in a fully automated shopfloor. The answer is not yet, mainly because AI is still incapable of showing human empathy, emotions and personal judgment. Our cover story in this issue discusses how HR is increasingly becoming AI-dependent, and thereby efficient and transparent. HR professionals who have expressed their opinions maintain HR, in spite of AI, cannot be devoid of humans at least for the time being. Yet, it could be a possibility, like the robot in Osaka University, that AI can rule over the HR department.