Technology has become the new aphrodisiac to every department in an organization. Love for automation has sprouted within finance, marketing, production, administration, and especially within the heart of human resource operations.

The question remains whether to gently appease this dangerously rising entanglement towards automation. Is technology a good or bad thing? The key to preserve human resource as a function is to manage this technological evolution by developing cross-functional alliances before the digital transformation supplants human creativity.

The future will drive technological innovations with the best talent leaders integrating their knowledge from various departments. No department can operate in isolation, especially HR as a function that is the heart of human interface, which can lead to good customer and employee experience. For example, with the rise of the gig economy where more and more workers choose to work as freelancers, consultants, temporary workers, and independent contractors, an effective cultural shift needs to take place within an organization. HR needs to shift talent strategically to manage the changing organizational dynamics. Therefore, technology can assist HR in restructuring effective teams and optimizing the employee’s experience using a single software platform that can enhance the managerial elements and nurture virtual relationships towards an effective digital transformation.

HR professionals need to connect well with other departments such as finance and accounting to manage cost efficiencies, facilities and property to improve work spaces, information technology to enhance virtual transparency, and marketing to nurture and promote a robust organizational culture. A cross-functional team will enable the business to be seen as more trustworthy and valuable that can traverse boundaries into global markets.

Digital transformation is most effective when technology complements than replaces humans. HR and automation via artificial intelligence (AI) is speeding up service delivery, improving record-keeping, and monitoring employee well-being faster than ever before.

According to Deloitte’s human capital trends 2018 publication, information technology will open up exciting new capabilities for HR. HR specific software can now recognize faces, identify gender, listen to voices and decode video interviews to identify career development initiatives. Analytic tools are even aiding management to identify effective employee assistance programs for improved health and fitness at work. Finally, interviews are been streamed online to better understand the sentiments of job applicants. With such advancements, it is imperative to harness a cross functional integrative culture as a means of future success by intelligent HR machines.


Angela D Ponrajah