A Look at Information Overload It’s no secret that organizations today are swamped by information. According to AIIM, organizations expect the amount of information they must manage to increase by 4.5x in the next 18 months. Add to this the massive and immediate shift to remote working in 2020 and the impacts of information overload compound exponentially. It’s hard to avoid information overload nowadays. And the quantity and speed of that information coming at us is often more than we can handle. The impacts are felt in every aspect of doing business today; two-thirds of office workers say that the volume of data they must manage negatively affects their job.
In their efforts to streamline key business processes, industry leaders have looked to artificial intelligence (AI) and automation. Automation has forced multiple industries to rethink how they work and function — and human resources is one field where automation proves its worth. However, automation is not a be-all end-all solution to HR woes. While it fills in the gaps where humans fail to deliver, automation has its disadvantages, too. That said, here are some pros and cons of automating HR processes.
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I've been working on a project over the past few weeks focused on the role that content plays in core business processes, specifically Human Resources (HR), Customer Relationship Management (CRM), and Enterprise Resource Planning (ERP).
Every day represents a new set of people-process-technology challenges for HR professionals. From the time a prospective employee first comes into contact with an organization to the time they leave or retire, HR professionals must deal with myriad of documents and processes that span the entire lifecycle of an employment relationship.
Highly successful organizations understand the importance of acquiring and keeping top talent. HR departments are starting to tap into a massive competitive advantage by leveraging data analytics to identify top performers before they're hired, improve their retention rates, and keep their employees happy and engaged. As the technology for dealing with large sets of employee data continues to advance, this competitive advantage will soon become the new normal. The time for human resource professionals to start embracing data analytics is now.
It is the best of times and the worst of times for HR professionals. Many organizations have reaped enormous benefits from more effectively managing the unstructured information association with core Human Resources processes. That’s the good news. The bad news is that MOST organizations have not yet moved down the path of HR automation, creating massive inefficiencies and risks in their hiring, retaining, employee servicing, and firing practices.