Organisations in India are expected to embrace smarter technologies and digitisation in a big way to transform their human resources (HR) practices.
Firms, especially the start-ups, have already started using artificial intelligence (AI) and machine learning (ML) algorithms to solve complex problems in recruiting. For instance, HR functions are increasingly learning to utilise big data analytics to mine the rich data that they have at their disposal today. This in turn helps the HR teams uncover hidden patterns, correlations and other data-driven insights and subsequently act on them. These observations were made by Rajiv Jayaraman, founder and CEO of KNOLSKAPE, a Bengaluru-based firm during an interaction with THE WEEK. Jayaraman is an expert innovator in the corporate learning and talent transformation space.
According to him, digitisation is rapidly weaving into all employee touch points, from pre-hire to retirement. “AI-based technology start-ups such as Wonderkind are going beyond job boards and using automation to reach both active and passive job seekers on social media, by way of hyper-targeted algorithms. Similarly, AI-based selection by way of neuroscience games, digital interviews and chat-bots are also becoming increasingly common. Cognitive abilities and traits such as cognitive flexibility, response inhibition, mental agility and problem solving are becoming critical to succeed in the digital world.”
“Our firm, KNOLSKAPE, has designed a neuroscience-backed, game-based assessment called Kognitix that helps assess precisely such abilities. I foresee the adoption of AI-based tools in HR functions including usage of virtual reality and immersive gamification to satisfy the demands of the digital workforce,” Jayaraman told THE WEEK.
In addition to this, Jayaraman feels that simulations have become very important in the HR space. Jayaraman informs that simulation programmes in the HR segment enables participants to don the role of a leader. “Participants are presented with various leadership challenges through simulation and are prompted to take up different leadership styles befitting the situation. There are different simulation programmes such as change management simulation, where participants play the role of a change agent in a virtual organisation. Then, there is an engaging business acumen simulation wherein participants step into the shoes of a CEO and take business decisions with an objective of maximising net profits. Additionally, through coaching simulation programmes, managers learn the essentials of coaching and apply it in a safe, real-life-like environment,” added Jayaraman.
KNOLSKAPE, which began operations in 2008, has been working in transforming and engaging the workforce in over 300 organisations across 20 countries. The company has clients across industries such as banking and finance, consulting, IT, FMCG, retail, manufacturing, infrastructure, pharmaceuticals, engineering, auto, government and academia. The company is using digital technologies such as AI, ML, business simulations, gamification, mobile, videos and virtual reality in field of HR.