Vicky Jain, Founder, uKnowva

Vicky Jain is one of the Founder of uKnowva, a cloud-based HRM software that happens to be the brainchild of Convergence IT Services. Vicky along with his co-founding members Abhay Talekar and Priyanka Jain has played an active role in the development of the software, which provides a 360-degree solution for HR Automation and People Management. Vicky has been responsible for the software’s exponential growth & operational excellence that has merited uKnowva the badge of a trusted brand.


The future of HR certainly lies in the adoption of intelligent technology that is constantly changing and evolving. AI and robotics are already replacing humans in numerous positions and HR is one area where the growing use of automation and technology is inevitable.  AI and Big Data are equipping companies with the ability to improve the accuracy and efficiency of numerous HR tasks. HRMS tools are shouldering a significant proportion of the management functions without human interference. Despite the increasing adoption of HR tech, somewhere down the line technology isn’t able to fill the void of human connection that only humans can. Thus, as technology and human connect are both crucial, organisations need to maintain the harmony between machine and man to fulfil their HR goals.

Tech being a Major Enabler of HR Functions

With emerging advanced HR technology solutions, organisations are rethinking their strategies to replace various HR functions that were previously handled by humans. Machine learning and artificial intelligence are reshaping the human resource space by opening the door to exciting possibilities.

Recruitment, which remains a painful process for numerous organisations is gradually getting transformed by AI. Companies are leveraging AI to assess candidates best suited for open roles by analysing the data collected from their previous work experiences, interests, etc. Also, when it comes to hiring decisions like assessing hard skills, AI is outperforming humans. Similarly, compliance is another area of responsibility for human resources, which is changing constantly and involves a lot of information and paperwork. Navigating through politically charged and complex compliance issues can be extremely time-consuming. AI and cloud-based solutions are changing that in a big way by sending alerts to HR professionals as compliance needs change. HRIS tools are equipping HRs with in-depth information regarding how to comply with the latest requirements.

Performance management has always been a big concern for HRs since it forms a critical aspect of business operations. It has always been a lengthy, manual process helping employees to understand their areas of concern and work on them. With the advent of AI, companies are able to easily monitor the performance of employees and share feedback in real-time. In many cases, employees are set objectives to achieve within specified timelines and AI suggests rewards or improvement (even topics are suggested) based on the monitored performances.

Human Attributes Still Remain Crucial

The HR landscape is constantly evolving with rapid advancements in technology, but for businesses to generate value and organisational resilience, it has become more important than ever to engage deeply and directly with employees. The COVID-19 pandemic has further exacerbated the need for team support and human connection as hybrid and remote working continue to gain prominence. Many CHROs (Chief Human Resource Officers) are stressing the fact that key processes within an organisation should be undertaken through face-to-face interactions or through enough individual attention in remote work settings. While adapting to the changing circumstances, companies are rethinking employee experience with a broader, fresh view to create a sense of recognition and contributions throughout the workplace. The experience gathered by HR leaders through years of face-to-face interactions can leverage and support diverse human experience that can further enable innovative responses to businesses. The key to identify people-related challenges within an organisation can only happen through proximity with employees. Though technology is redefining the way HR functions, but too much dependency on technology for critical HR decisions without considering experienced human thinking can be detrimental to organisational success.

Tech to Augment HR Functions, Not Replace It

It’s quite clear that technology is an irreplaceable part of HR, but when it comes to focusing on people, the human connection of HR leaders is crucial to set the agenda of the new workplace. Therefore, it is imperative that technology and humans work in tandem to bring in improvements in HR functions we never thought would be possible. AI brings in the prospect of improving plenty of HR functions like talent acquisition, recruiting and reporting, payroll and self-service transactions. HR leaders can incorporate AI into their functions to innovate and turn towards creative endeavours. As efficient solutions become more adaptive to take care of different HR functions, HR leaders can turn their attention to more specialised roles. Instead of investing too much time in screening, administrative and other tasks, HR can move to the role of a critical business strategy and decision-maker within the organisation. Thus, with the endless possibilities of technology and human decision-making capabilities, it is fair to deduce that organisational efficiency and growth can be sustained only through the right combinations of AI and human interference. Both technology and humans complement one another and it’ll certainly help organisations to reinvent their operational efficiencies from the ground up.

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