Organizations have widely adopted the innovations of analytics to streamline their business operations and improve processes. Intending to achieve the ability of reduced costs, increase in profitability and risk-management improvement, nearly 97 percent of organizations today have adopted analytics within their system.

With the omnipresence of analytics, everything is tracked, analyzed and optimized based on derived insights. Organizations are figuring out what is useful for their businesses, which skill is more effective in the current marketplace.

A variety of departments have followed the footprints to drive business strategies and better decision-making system. But amid this, HR lags behind in incorporating a more quantitative approach.

HR is a discipline that conventionally works around empathy, not facts. Due to which natural biases can drive strategic decisions about the workforce. Therefore, to remove such loopholes in the HR system, it is extremely quintessential for organizations to guide a series of workforce-discussions and decisions based on data.

According to a study, around 84 percent of HR professionals say people analytics are important whereas only 22 percent have already adopted analytics function. Well, the disparity can be considered as people data is an extremely challenging form of big data.

Fortunately, owing to the evolution of bots and intelligent automation, the lengthy and manual processes of HR are getting depleted. The automation in HR functions is also enabling it to enhance its impact through more data-driven strategies.

The Usefulness of Intelligent Automation

For the new future of work where a huge amount of data is generated every day, robotics and intelligent automation have become the largest drivers for efficiency. Both technologies are displacing workers in certain types of roles. For example, Bots are excellent at high-volume, transactional, and rules-based work, therefore they can handle building data centers and models.

The latest introduction of people analytics solutions has turned analytics into more democratized and universal. People no longer need to be an expert to take advantage of such data. Intelligent automation parses through all the people's data for HR teams and brings relevant insights to the table.

Also, there are now pre-built people analytics solutions that will help people find the answers to critical business queries.

Bots for Escalating Insights

Currently, business leaders are in habit of having their KPIs on a set of dashboards but soon robotics will comb through analytical platforms (like Visier) to identify upcoming problem areas and escalate them to leaders. Notably, a bot could flag someone in HR automatically when employee turnover accelerates in a particular department. As not all leaders are consistent analyzers of people analytics, therefore bot can inform and alert them when it's necessary. This will subsequently help HR leaders tackle potential problems before they increase.

Organizing HR Analytics

People analytics tools invest a lot of time in sorting and identifying which query they should solve first. Here, the ability of bots to organize and prioritize queries can enhance the efficiency of the process.

Prospects of Automation in HR

As robotics and intelligent automation are still evolving, they possess a huge potential to transform HR from being qualitative to focusing on factual, data-driven and actionable insights.

Implementing technologies that flags potential problems, helps HR deal with real-time issues while empowering organizations to increase their business impact. Shortly, employees will use solutions that blend data and robust predictive models to make better decisions.

As the conventional hiring tools are massively reduced, revamped workforce tools will balance the employee supply and demand cycle. This will radically transform the people management and HR functions.