HR and Artificial Intelligence – The present and the future

Today, Artificial Intelligence is bigger than ever, becoming a reality from remaining a mere fiction. It is evident that, across industries, AI is being embraced in smaller and larger ways by organizations. Technological advancement has significantly played a pivotal role in shaping the changes in workplaces as well as work in one way or another. Technology aiding people operations isn’t alien anymore!! The impact of technology was always seen with an eye of suspicion and fear by employees entailing job losses and inability to manage tasks. However, it is proving to be a boon for employees by virtue of the advent of tools like RPA, collaboration tools, digital assistants, etc. as part of the technology disruption in the recent past. Digitalization of people management as employee experience, gaining larger momentum is definitive proof to organizations embracing technology in the people management landscape. While the technology is more closely seen as giving way to repetitive and mundane tasks to get automated, augmentation and amplification are the next waves where the AI would enable improved people management.

Gartner reported in 2017 that AI will automate 1.8 million people out of work by 2020. Based on research by Bersin by Deloitte, nearly 40% of companies are using some form of AI in HR alone. AI makes the task simpler in HR. It works with large numbers and data to predict a trend. For example, in hiring, AI uses the data of successful positions to predict the success of a candidate applying for that role. This makes screening more quantifiable and eliminates human biases to a great extent, which in turn ensures candidate satisfaction. Another implication of AI in HR is the shift in the role of managers. AI makes the task of managers more simpler as the most tedious and time-consuming part ie. information can be taken care of by the technology whereas the managers can focus on the human element of the employee thus leading to more harmonious work culture.

Some areas that are positively impacted by technology:

Improving candidate experience- The ultimate aim of the Human Resource department in the office is to ensure that the employees are happy. Almost all organizations, make use of technology for screening candidates. Interactions with candidates through chatbots and AI tools, solving their queries about the new role, asking for feedback and information are some of the latest inclusions.

Automation of Administrative tasks-
 By automating mundane and repetitive tasks, HR professionals can concentrate more on the core and the strategic aspects of organizational growth. They can focus on the pain area at work and ensure to engage the employee better for increased productivity. An organization should give due emphasis to automate the tedious work. It is a belief that automation would reduce jobs, it is not entirely true. It is basically aiming at creating jobs that are actually crucial and can only be done through humans. In such a scenario, people should keep
themselves updated on the fast-paced work culture. For example, repetitive questions that employees often ask regarding policy matters, including basic dos & Don’ts and standard questions related to leaves and appraisals. Such problems can be easily resolved by using AI-powered tools.

Organizational learning and development- AI is replacing the traditional modes of workplace learning. Employees are given exposure to personalized learning. New generation employees are finding it very attractive. Even if they have any questions or doubts, they can be very easily addressed through chatbots or even emails and virtual meeting rooms. While most skilling and training is done by HR professionals, a series of AI-supported programs can complement the entire training system. Short-duration digital courses based on micro-learning allow individuals to seek learning in an online module without an instructor.

Some major impacts/trends of Technology and Artificial Intelligence-

• Flexible Workplaces
• Internet of Things, 5G aims at giving ultimate freedom, to work from any location
• Increased work-life balance, giving individuals space to enjoy personal lives too
• Demographic and socio-economic disruptions, advanced technology creating a platform for automation and machine learning
In today’s complex environment, HR has an important role to play. The organization dynamics have shifted, and the focus is not only on employee satisfaction but also employee engagement. As the new age generation is entering the workplace, expectations and priorities have become quite different. Fast-paced work cultures require fast-paced technology and Artificial Intelligence is a boon. Little changes can positively impact the motivation level of Generation Z. People Analytics and Business Intelligence has become crucial in today’s HR strategies. Automation in HR aims at streamlining HR processes by strengthening recruitment, providing fast and easier access to employee data,
improving communication across platforms, engaging and retaining employees, and implementing policies. AI is a boon to recruiters and HR departments as it saves time and increase efficiency. HR managers who don’t use automation for tasks such as payroll, applicant tracking, training, job postings lose an average of 14 hours a week completing these tasks manually. AI Will Take Over Specific HR Jobs, not HR Roles. It will replace or assist HR with activities such as recruiting, engaging, evaluating, and retaining talent. But it is still a tool. It becomes
equally important to not compromise with the transparency of the technology. 

Written by Deeksha Srivastava
MBA-HR (SCMHRD),Intern at Nevoxel



Types of mindset

There are two types of mindsets

  1. Growth mindset – which sees challenges as opportunities for growth.
  2. Fixed mindset – which is not ready to accept the challenge.

What kind of mindset do you possess?

Fixed or Growth

“Fixed mindset” people often shy away from taking challenges and trying new things in life, which restricts their growth as they fear getting embarrassed or humiliated in front of others. In contrast, in the “Growth mindset” people find challenges to be exciting and engaging, with a belief that they will learn something valuable from their experiences. They take efforts to master the challenge, and then are able to move on to a greater accomplishment. Developing a growth mindset could contribute to a more meaningful life as the range of experiences will be considerably broader. However, shifting from a “fixed mindset” to a “growth mindset” may seem daunting, but worth a try! At times some challenges could even make one switch from a Growth mindset to a fixed one.

Can we shift from Fixed to Growth? The Answer is – Yes. Maybe with a bit of professional help at times. However, one could do it on one’s own if you follow some of the tips given below.

Handy tips:

  • Accept your flaws
    No one is born perfect, we all have our imperfections. In order to move one should accept the flaws, and work over it rather than try to justify.
  • Take a challenging situation as an opportunity 
    Getting terrified makes things worse, shift the gear immediately and see a different perspective. Each challenge invites us into a new world of adventure. Keep trying different tactics to coach yourself, explore a new path, develop a new skill, engage with people not only of the same likes but also who is pursuing other interests. It helps to open many more doors rather than hanging around people of same interest. Any adventure, becomes exciting when you put your heart and soul to it. If you carry the same adventurous attitude with a crisis at work, you can discover abilities you didn’t know you even possessed.
  • Be mindful of your thoughts and words
    Thoughts leads to words which leads to action. Censor yourself and become your own guide. To build a growth mindset, replace:
    -low thoughts with energetic one,
    -Negative thoughts with Positive one,
    -hatred with compassion,
    -criticism with appreciation,
    -cursing thoughts with forgiveness.
    -Encompass yourself with higher thoughts and hold yourself to it.
  • Trust your Gut 
    You are the only person who will always be there for you in your life, so you are the only one you need to impress.Always seeking approval from others can prevent a growth mindset. Learn to trust your gut, and cultivate self acceptance and self -approval. You will not be left in doubt. 
  • Be the authentic you 
    If you are in your true self, you would rarely be questioned. Pretending to be someone than who you are, makes you appear fake. It shows off in some way or the other. Initially you might be lucky to impress, and as the time goes on, your masked face may be reflected and it diminishes what you have to offer. So, always be in your own real colours, you’ll likely be more driven to pursue your true goals, which puts you in a growth mindset.
  • Lead life with purpose
    Life without purpose is like a driver without a car. For some, defining their purpose may be easy, the one who find it difficult should contemplate on “purpose” until you feel like you know the essence of your purpose, or perhaps part of it. Then pursue it—that’s what’ll help you build a growth mindset.
  • Explore your “geniuses” 
    We are a package of strengths and weaknesses. Run through a self-analysis and explore what are you good at, and at the same time improve on your weaknesses. Self-reflection and contemplation are your best guide. This effort can help you build a growth mindset.
  • Accept criticism as a gift to transform
    Criticism may not always be bad, if you see it from a growth mindset makes things better. Others can see what you are doing from a slightly different perspective than you, and may have some valuable suggestions for you. If you open up to hearing suggestions, you can more easily develop your growth mindset.
  • Learn from the mistakes of others as well as your own
  • Observe your surroundings, and not just be a robot. If u analyze and learn from others, the way they do things, you are likely to make fewer mistakes. This would come as a guide to you to do try new things, which is a key aspect of building a growth mindset. You stumble, you get up and are prepared better. Remember, it’s the journey that matters, not the destination – So, keep innovating!
  • Take risks in the company of others
    Fear is the biggest hurdle in one’s progress. Making mistake in front of others is worth a try than not trying at all. Be willing to make mistakes in front of others, because if you’re growing, this is bound to happen.
  • Speed
    It’s not always the speed that matters. Most of the time its slow and steady that wins the race. People who have growth mindset never look for a shortcut and have a realistic approach in their journey.
  • Own your attitude
    Finally, if you value having a growth mindset, then make the effort to develop it. Persist and opportunities will come. Cultivate resilience along the way. You are remoulding your mind and that’s a pretty interesting. At the end, its the journey that matters more than just the end result. So, always have the right attitude and a belief to overcome any hurdles that comes your way. You are bound to achieve success.

Our basic abilities can be developed and improved through dedication and hard work. It’s just that without a growth mindset, we don’t exert the required effort and so we remain perpetually stuck. With a growth mindset, we can break through the stuck- ness and achieve the results we desire, whether that be at work, in our relationships,or in other aspects of our lives. If you are stuck somewhere…what are you waiting for… just come out of your comfort zone and shift the gear from “fixed mindset” to a “growth mindset”
Author: Neetu Jaiswal



Maritime – A career that will stand you in good stead!

An expanse of blue that has timeless stories buried. An expanse of blue that lures. An expanse of blue that speaks!
Venturing out into this vastness was a conscious decision, with the hidden fear of the unknown. Little did I know what is in the store except for tales heard and experiences shared by old folks in the fraternity. Today as I sit gazing at the piercing rain outside, I can hear the occasional chirps of a house sparrow My mind relentlessly travels to the silence of the sea. I sail no more, but I carry with me memories to last me a lifetime. From busy days to stressful hours. From beautiful skies to fresh air….. we worked and sang together like a team. Then there would be port calls and the “family” members “exchanged”…keeping the numbers the same. Shipping has now become a very known and sought-after profession. But at the same time, there is guidance and misguidance available on the subject on social media. This is where individuals like Neetu Jaiswal & her team at Nevoxel are doing their bit by putting forth a transparent platform of Shore job opportunities to the Maritime industry. With the world taken by its noose, the deadly virus, basic essentials are still moving across the globe and timely. There are passionate seafarers who are still on their job with all the restrictions. It is indeed a noble profession. A profession that teaches you to be independent and relentless to pursue and achieve goals. Yes, staying away from family and loved ones is a challenge in itself. But things are better now with improving internet connectivity on ships. Last but not the least, seeing women seafarers in large numbers out at sea indeed is a good sign. They are in no way less competent than their male counterparts, as was assumed to be. Career paths do not warrant gender discrimination and am happy to see the same here as well.

Robert Frost always kept me captivated with his lines and I would like to end with the following: No one would know except for ancient maps That such a brook ran water. But I wonder If from its being kept forever under, The thoughts may not have risen that so keep This new-built city from both work and sleep.
Author: Nitin Verma, Tech Supdt., BSM


Employee Experience: New age of working

We have recently been hearing the terminology employee experience more often in HR forums, articles, and seminars. While very similar to employee engagement as a concept that is untenable, employee experience (EX) also does not have a clearly articulated unanimous definition.
EX is the sum of all experience an employee undergoes spanning all touchpoints of the employee life cycle in an organization entailing the formation of employee opinion/perceptions about the organization. Employee experience shall be viewed as this for the purpose of this article.

Having defined, employee experience, let us understand what drives employee experience. The factors governing the employee experience can be categorized into multiple segments. The below depiction is the acronym for WHAT (Work, Health & wellbeing, Atmosphere, Trust) which impacts the employee experience journey of an employee in an organization.

Considering the dynamic changes getting enforced or naturally happen in the workplace and with the advent of new-age technologies viz; AI, ML, RPA, etc the organizational contexts are becoming more complex requiring HR as a function to support meaningful contribution towards the organizational success.The impacting elements can be managed through two levers which requires attention from people management team viz; People and Technology to helping navigate through the factors impacting employee experience.

The people element of employee experience comprises of all factors which connects the way in which organisational softer elements operates. This would include the culture, purpose, leadership style, management philosophies, policies and practices which defines the way an organisation functions. The touch and feel factors for an employee from an interaction perspective goes into defining the people element impacting the employee experience. 

Technology element enables digital experience for an employee in an organisation. Commencing from how an organisational technology supports an employee in the workplace for basic tasks completion to personalization of services using technology determines the digital experience journey for an employee. 

For instance, the recent unprecedented situation warranted for employees to work from home. The people factor would be the policy design and communication pertaining to what constitutes work from home, the Do’s and don’ts, how the productivity/contribution would be treated during these times how absence management policy would be applied etc. The support in technology starting  from providing the system with all access and security features, policy related questions answered by FAQs,  or chatbots, digital workspaces for file sharing, communication and tasks management etc would become the experience elements from a technology perspective. 

The people lever when supported with technology to help and engage employees with ease would entail enhanced employee experience. 

Author: Rajesh Balasubranian