Name: What you need in your digital toolkit
Uploaded: 2024-04-04T15:46:56.634Z
Duration: 427.4

What you need in your digital toolkit V5.mp4

What you need in your digital toolkit V5.vtt

English

{{00:00:00}}
Start with a well defined use case.

{{00:00:04}}
Start with the technology
that is available.

{{00:00:08}}
Start by fixing the problems that you
have and then move up and keep moving up.

{{00:00:16}}
What is important is the pace of
change, the pace of transformation.

{{00:00:29}}
There are multiple digital tools
that are available and if we look

{{00:00:36}}
at the common thread, I mean,
these tools can be utilized in HR.

{{00:00:42}}
And can be used in any
other function as well.

{{00:00:45}}
Digital tools basically run on data.

{{00:00:49}}
They are backed by different
technologies, which could be an

{{00:00:52}}
automation technology, artificial
intelligence technology, machine learning,

{{00:00:57}}
generative AI, augmenting technologies.

{{00:01:00}}
So we have ARs, VRs.

{{00:01:02}}
For different topics, we can use
different formats of,  digital tools.

{{00:01:08}}
Currently, we find generative AI and
chat GPT in particular is in lot of

{{00:01:14}}
demand in HR use cases at, as it lifts
a lot of work, which HR has to do.

{{00:01:21}}
So around 70 to 80 percent
of heavy lifting can be done.

{{00:01:25}}
By using generative AI,

{{00:01:33}}
one of the challenges that we all face in
HR is large volume of transactional work.

{{00:01:42}}
And one of the simplest forms of
digital technology that we can use is

{{00:01:48}}
the robotic process automation or RPAs.

{{00:01:51}}
What RPAs do basically is they automate
routine, repetitive, transactional,

{{00:01:58}}
And high volume tasks for HR.

{{00:02:01}}
RPA finds tremendous use cases in
optimizing, improving the efficiency

{{00:02:08}}
and the productivity, including the
turnaround time of transactional

{{00:02:14}}
HR processes or HR services.

{{00:02:16}}
The best digital tool I still
feel is Microsoft Excel.

{{00:02:20}}
It's evergreen and it's the best.

{{00:02:23}}
We can mature to better tools like RPA.

{{00:02:27}}
Now we want to move into UI UX.

{{00:02:30}}
The best UI UX that are
coming are conversational AIs.

{{00:02:34}}
So chatbots are becoming
very, very important.

{{00:02:37}}
Then of course, if we talk about AI,
deep learning or machine learning, there

{{00:02:41}}
are multiple models that are developed.

{{00:02:44}}
So one of the use cases is.

{{00:02:46}}
We receive so many CVs, how do we match
and shortlist candidates or how do we

{{00:02:53}}
use a skill matching for identifying
potential candidates for a role,

{{00:02:58}}
whether it is for succession, whether
it is for career pathing, we can look

{{00:03:03}}
at AR, VR as other set of digital
technologies, which can be used in the

{{00:03:08}}
training and the learning function.

{{00:03:10}}
The simple rule is keep everything
in an integrated manner, do not

{{00:03:14}}
have fragmented technologies.

{{00:03:17}}
Because that is not going to give
you the output that you require.

{{00:03:20}}
Integrate them based on your
purpose, not based on the

{{00:03:25}}
fanciness of the technology itself.

{{00:03:33}}
When we use AI for recruitment purposes,
we tend to avoid gender biases or

{{00:03:41}}
other kind of nationality biases, etc.

{{00:03:43}}
The AI tools today are
capable of doing that.

{{00:03:47}}
However, the matching engines that
we use in recruitment Can help us get

{{00:03:54}}
difference and diversified skills.

{{00:03:58}}
We could get workforce, which
could be different types.

{{00:04:01}}
We may be looking for remote workforce.

{{00:04:03}}
We may be looking for people who
can work on sites of sites, or

{{00:04:09}}
we may be wanting a blue collared
workforce at a particular location,

{{00:04:22}}
what HR faces as a challenge is
the volume of transactional tasks,

{{00:04:26}}
which we want to do away with.

{{00:04:29}}
We want HR to become more
and more real time, employee

{{00:04:33}}
centric, self service driven.

{{00:04:36}}
Now, if these are our goals, we have
almost use cases in every area of

{{00:04:43}}
HR where HR can free up the time.

{{00:04:46}}
For example, learning content development,
recommendation of learning, personalizing

{{00:04:53}}
the way learning happens for an employee.

{{00:04:56}}
If we were to look at, for example,
performance management and imagine.

{{00:05:00}}
If we were to automate,  using, say,
generating AI- on developing KPIs and

{{00:05:07}}
the goals, and then also to identify
what are the gaps in the skills that

{{00:05:12}}
people have in the objectives they have,
or the projects assignments they have

{{00:05:18}}
to do in order to achieve their goals.

{{00:05:20}}
When we talk about HR services.

{{00:05:23}}
When we move HR services into a
conversational mode and a self service

{{00:05:28}}
mode, more and more queries will move
away from HR teams to employee getting

{{00:05:35}}
an answer through a collaboration of
man and machine or through the chatbots,

{{00:05:41}}
almost allocates around 50 to 60 percent
additional time to the HR services team.

{{00:05:53}}
The first and the foremost thing
in a digital transformation is to

{{00:05:56}}
identify what we want to achieve.

{{00:05:59}}
Okay.

{{00:06:00}}
What we want to reimagine,
what we want to reset.

{{00:06:04}}
Once we have done that, we can
then start with basic technologies.

{{00:06:08}}
What is important?

{{00:06:10}}
Can I fix my processes, my operations
in such a way that I have zero errors?

{{00:06:15}}
I do not have a time lag.

{{00:06:17}}
So can I fix my transactional
and operational processes to

{{00:06:22}}
a hundred percent accuracy?

{{00:06:23}}
If I'm able to do that, I would say
that we have achieved a significant

{{00:06:28}}
upscaling within HR function.

{{00:06:31}}
Once you have fixed up your
transactions, you can move to fixing

{{00:06:35}}
up HR processes which add value.

{{00:06:38}}
For example, how do we ensure that
our critical positions are mapped?

{{00:06:43}}
How do we increase employee engagement?

{{00:06:45}}
We can take all of these processes,
improve them to the next level.

{{00:06:50}}
When we fix these, we are more free.

{{00:06:54}}
To add value to the business, the way we
respond, the speed at which we respond,

{{00:06:59}}
the kind of services that we bring in.

Start with the technology
that is available.

Start by fixing the problems that you
have and then move up and keep moving up.

What is important is the pace of
change, the pace of transformation.

There are multiple digital tools
that are available and if we look

at the common thread, I mean,
these tools can be utilized in HR.

And can be used in any
other function as well.

They are backed by different
technologies, which could be an

automation technology, artificial
intelligence technology, machine learning,

For different topics, we can use
different formats of,  digital tools.

Currently, we find generative AI and
chat GPT in particular is in lot of

demand in HR use cases at, as it lifts
a lot of work, which HR has to do.

So around 70 to 80 percent
of heavy lifting can be done.

one of the challenges that we all face in
HR is large volume of transactional work.

And one of the simplest forms of
digital technology that we can use is

What RPAs do basically is they automate
routine, repetitive, transactional,

RPA finds tremendous use cases in
optimizing, improving the efficiency

and the productivity, including the
turnaround time of transactional

The best digital tool I still
feel is Microsoft Excel.

The best UI UX that are
coming are conversational AIs.

So chatbots are becoming
very, very important.

Then of course, if we talk about AI,
deep learning or machine learning, there

We receive so many CVs, how do we match
and shortlist candidates or how do we

use a skill matching for identifying
potential candidates for a role,

whether it is for succession, whether
it is for career pathing, we can look

at AR, VR as other set of digital
technologies, which can be used in the

The simple rule is keep everything
in an integrated manner, do not

Because that is not going to give
you the output that you require.

Integrate them based on your
purpose, not based on the

When we use AI for recruitment purposes,
we tend to avoid gender biases or

The AI tools today are
capable of doing that.

However, the matching engines that
we use in recruitment Can help us get

We could get workforce, which
could be different types.

We may be looking for people who
can work on sites of sites, or

we may be wanting a blue collared
workforce at a particular location,

what HR faces as a challenge is
the volume of transactional tasks,

We want HR to become more
and more real time, employee

Now, if these are our goals, we have
almost use cases in every area of

For example, learning content development,
recommendation of learning, personalizing

the way learning happens for an employee.

If we were to look at, for example,
performance management and imagine.

If we were to automate,  using, say,
generating AI- on developing KPIs and

the goals, and then also to identify
what are the gaps in the skills that

people have in the objectives they have,
or the projects assignments they have

When we move HR services into a
conversational mode and a self service

mode, more and more queries will move
away from HR teams to employee getting

an answer through a collaboration of
man and machine or through the chatbots,

almost allocates around 50 to 60 percent
additional time to the HR services team.

The first and the foremost thing
in a digital transformation is to

What we want to reimagine,
what we want to reset.

Once we have done that, we can
then start with basic technologies.

Can I fix my processes, my operations
in such a way that I have zero errors?

So can I fix my transactional
and operational processes to

If I'm able to do that, I would say
that we have achieved a significant

Once you have fixed up your
transactions, you can move to fixing

For example, how do we ensure that
our critical positions are mapped?

We can take all of these processes,
improve them to the next level.

To add value to the business, the way we
respond, the speed at which we respond,

Explainer

An HR 'digital toolkit' is made up of different digital tools and technologies that are utilised to improve day-to-day HR operations. From automation software to AI and even virtual reality, many new innovations are being heralded as the future of HR. But if these aren't carefully selected and packaged, could they actually set your business back?
In this video, Manish Mohan Misra, Group Head of HR Transformation Digital & Analytics at ENOC, tackles this question head-on. Listen as he dives into how and why companies should create the strongest digital toolkit possible.

Digital Tools

AI in HR

AI & ML

Technology

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Manish Mohan Misra

Discover insights from other experts

Group Head - HR Transformation Digital & Analytics

Misra introduces some of the common digital tools available today, whilst also looking towards the future.

Must-have digital tools for HR

Focusing in on recruitment, Misra explains how AI can help build a more representative workplace.

 Diverse hiring possibilities

Misra pivots to discuss the ways HR professionals can use freed up time from increased efficiency.

Benefits of digital tools in HR

Misra discusses whats is next for businesses wanting to adopt more digital technologies into their toolkit, and the considerations that will need to be made. 