Why Automation isn’t a choice anymore?
….Because it’s a win-win for all stakeholders
Not a day goes by that we don’t hear something new and exciting about the amazing strides being made in automation and a slew of other path-breaking technologies that are going to replace routine human jobs.
A recent survey, the India Automation Report, conducted by Michael Page India, suggests that an overwhelming majority of Indian professionals (87 percent) see automation as the next big thing that is set to rock our workplaces, leading to significant improvement in efficiency and productivity.
Despite this, nearly 78 percent of the respondents questioned did not see this development as a threat to their jobs, expressing confidence that with automation, they will move up the value chain and new jobs would be created, carrying bigger responsibilities.
According to the India Automation report, although fears of job loss persist, a majority of the professionals surveyed are optimistic that the new tech will retain, or even better, their existing roles, making it more complex, challenging, and managerial in nature.
On the organizational front, according to the India Automation Report, the top three possible benefits of automation and robotics would be increased speed (27 percent), accuracy (24 percent), and higher cost-efficiencies (24 percent).
Further, the increasing demand for HR automation is a clear signal that HR technology in India is on an upswing. There was a time when an HR professional was a people person with soft skills. That role is long gone. Today, HRM is a strategic role, and the focus has shifted from mundane tasks, such as payroll management, to more complex tasks, such as succession planning, employee engagement, efficient recruitment, employee retention, etc.
This is the Best Time for Automated Human Resource Systems
Now is the right time, as companies that have begun to experiment with automation in their talent acquisition and management processes have started experiencing a whole lot of efficiency kick in as a result. Some of the benefits that have accrued include:
Saved time and increased efficiency: No need to pore over time-log spreadsheets. There are intelligent software systems to sift, prioritize, and sort through the documents, so that the information comes to you funneled down and cuts short the decision-making cycle.
Improved competency mapping: Communicating clearly and consistently with applicants with the use of smart competency mapping systems reduces candidate frustration and speeds up the hiring process for corporates. Applicant tracking software makes it easy to communicate electronically, and candidates can themselves keep track of their application status. All the relevant information is available on one common dashboard, accessible at the click of a mouse.
Zero errors: The potential for human error gets reduced with the switch-over to automated systems. A paper-based system poses a risk of loss as well. With automated back-ups and data recovery in place, this risk is considerably reduced.
Improved employee experience: Imagine the ease and happiness that the establishment of a single-point travel desk can bring to your employees. A single dashboard to apply for leave and loans, to register their complaints and grievances, in confidence, with no confrontation with an HR staffer, is required. Automated HR systems enable employees to input all this documentation and manage the outcome of all these activities themselves. They feel empowered and the HR feels less burdened, and the management saves money and time. A win-win for all parties.
FAQs
1. How has remote and hybrid work changed performance management? Ans: Remote and hybrid work have shifted performance management from attendance-based evaluation to outcome-based tracking. Managers now focus more on goals, deliverables, and collaboration rather than physical presence.
2. Why is performance management important in remote and hybrid teams? Ans: It ensures employees stay aligned with company objectives, remain motivated, and receive continuous feedback despite working from different locations. It also helps maintain accountability and transparency.
3. What are the key challenges in managing remote employee performance? Ans: Some common challenges include a lack of visibility, communication gaps, inconsistent feedback, and difficulties in measuring performance metrics accurately.
4. How can technology improve performance management in remote work? Ans: HR software like EasyHR enables real-time feedback, goal tracking, and analytics, helping managers monitor productivity and engagement efficiently from anywhere.
5. What tools are used for remote performance tracking? Ans: Modern performance management tools like EasyHR, Lattice, and BambooHR help businesses set KPIs, automate feedback, and track employee growth in real time.
6. How can managers build trust in hybrid performance management? Ans: By maintaining consistent communication, setting clear goals, recognizing achievements, and using data-driven insights instead of subjective evaluations.
7. How does EasyHR help in managing performance for remote and hybrid teams? Ans: EasyHR provides automated goal tracking, regular feedback reminders, and performance analytics — making it easier for HR and managers to evaluate and engage employees across locations.
8. What are the best practices for performance management in a hybrid work model? Ans: Set measurable goals, encourage two-way feedback, use analytics to assess outcomes, and schedule regular one-on-one check-ins with team members.
9. How often should performance reviews happen in remote work setups? Ans: Quarterly reviews work best for remote teams, combined with continuous feedback to ensure employees stay aligned and motivated.
10. What metrics are most effective for evaluating remote performance? Ans: Focus on goal completion rate, quality of output, collaboration metrics, and employee engagement rather than hours worked.
