The Impact of New Technologies in the World of Human Resource

 

The Impact of New Technologies in the World of

Human Resource

It is clear that, as long as there is work, there will be Human Resources functions both in companies and in all types of organizations; that has not changed, and predictably will not. What is certain is that the emergence of new technologies is inevitably transforming this professional field, creating new needs and specialized functions that must be covered by innovative profiles.

How new technologies are transforming Human Resources

In an area as competitive as that of companies, where having profiles trained in the latest advances can make a difference, a lot of attention is paid to the ways in which technology allows to simplify processes and streamline work.

Margarita Bravo directs one of the Masters that are committed to creating that updated profile of Human Resources professional: specialists who can make use of resources such as Machine Learning, Big Data, and others. This time we speak with her to explain to us how this new wave of professionals is preparing.

How is the development of new technologies changing the recruitment process?

Technology transforms our life. We are also witnessing a process never before known regarding the continuity and speed of these changes. Digital technology is everywhere: mobile devices, expert systems, cognitive computing, or social networks in an interconnected world are good examples of this.

In my opinion, we still do not know where this “digital tsunami” is taking us, but it is clear that it requires us to change work styles and procedures if we want to be competitive professionals. Professionals who ultimately have to contribute to improving people's work experience.

The identification and selection of talent from the hand of robotics is here. Artificial intelligence and "Machine Learning" manage that talent saving time in recruitment and selection phases. The use of Chatbots to automate the recruitment process is also intensifying. And the uses of specific software like HRMS, HRIS and data-based App, designed to work in teams, and used on mobile and social networks, are not left behind in this environment.

Today not only our CV is analyzed, but also our digital identity or the information that exists about us on the Internet, which is usually a lot. User networks in turn are a meeting place where companies pour their image and where they can interact directly with candidates or access professionals who are not actively seeking employment. Let us bear in mind that certain profiles such as, for example, those related to information and communication technology, the so-called IT, sometimes require different search and recruitment strategies because there is a great demand for their profile in the job market .

In short, we can assure that a transformation towards the digital world is underway in the field of Human Resources, although it must also be considered that these changes occur in an uneven way. There are many companies that, even being aware of the implications of the technological revolution, are not able to react because they cannot or are not prepared and in this sense I am convinced that it is Human Resources professionals who have to promote this transformation , since companies will only be innovative if they are capable of transforming with and for people.

In Human Resources, is it difficult to find a balance between the use of new Software and human work?

As I pointed out before, Human Resources must play a key role in the transition to a new system based on transformation and technological development.

In my view, technology is still an instrument. Of course, a powerful instrument that changes the way we work, that provides speed, information, solutions, etc. and that it is going to leave many jobs in the gutter as we now understand them. However, digitization will not be possible without alienation from culture and talent.

The key must be to take advantage of those "human skills" and combine them with the best robots and automation techniques. A human will always add value to the vision of a machine. At the end of the day, organizations are groups of humans and the future will always depend on many subjective factors understood as a way of being, feeling, thinking and doing.

What exactly does Machine Learning consist of?

Machine Learning (ML) is an area within the field of artificial intelligence (AI) that has been defined as the ability of machines to learn by themselves automatically. When we say learn we are referring to a computer that has access to massive amounts of data (Big Data); the data can come from different sources and be of different types: images, sounds, videos, texts ... so that they can be stored digitally and can be incorporated into a learning algorithm.

 

From Big Data, the algorithm is capable of establishing behavior patterns and even making predictions about future trends of behavior in specific areas.

 

Machine Learning employment is found in our day to day. Search engines like Google; voice assistants such as those incorporated in our mobiles: Siri or Alexa; social networks like Facebook or Twitter; recommenders that determine what we would like to see or buy: Spotify, Youtube. In turn, the ML is facilitating the way for medical diagnosis and personalized treatment based on particular health data of the subjects. We also find it in natural language processing (NLP), in smart cars and in Talent management. The list can go on and on.

 

Machine Learning affects our lives and cannot be ignored either personally or professionally. From the approach of continuous updating of content that is part of the DNA of the Master in Talent Selection and Management, we consider that the training of the Human Resources psychologist must necessarily face the new scenarios that arise with modern technologies and the way in that these are manifested in the labor market.