The areas where HR tech can’t be much helpful

Limitations of HR tech
ETHR World | July 27, 2022 | Limitations of HR Tech

HR tech is revolutionising the human resource management. But it’s not a panacea that will solve every problem. We ask HR professionals which functions have to remain human-centric.

HR tech has emerged as a category in itself in the technology sector. New HR technologies, especially automation, are revolutionising the HR sector. However, not every HR function can be automated for the same or better performance. There are several areas in HR where technology will not be much useful.

According to a KPMG report, five functions in the HR service value chain can’t be automated at all. These are: employee relations, change management, organisational effectiveness, people performance and whole system architecture. ETHRWorld interacted with HR leaders to understand the role of tech in HR.

There aren’t any second thoughts for Anish Philip, Chief People Officer, CSS Corp, on how technology is an enabler in providing HR leaders and professionals with a better, faster way to amplify HR functions.

But Philip says that it is important to understand that technology is just an enabler. What is needed for transformation is a mindset shift. Technology is incidental and will keep complementing human efforts. Ever since the pandemic forced many organisations to automate and digitise their processes, the ‘human’ element has been overshadowed by the increased adoption of new-age tools and accelerated digitization process, he says.

Philip points out that organisations must invest in employees’ holistic wellbeing to create a healthier workforce, a stronger culture, and better employee engagement. Employees are likely to stick around when they are provided with a safe and empathetic environment where they can voice their opinions freely.

CSS Corp follows the Hi-Tech and Hi-Touch approach to strike the balance between technology and people. The company organises frequent virtual leadership townhalls, assistance programmes, and counselling sessions to keep the employees engaged.

“Also, to ensure that all the employee voices are heard and acknowledged, we have regular face-to-face HR sessions and an option to write directly to the CPO. We also conduct frequent time-outs for different teams and business units to ensure that they are rejuvenated and don’t lose that human connection,” Philip adds.