The world is either forever enamoured or worried by the term 'robot', which now is also referred to software bots other than the traditional mechanical forms. Studies are predicting that almost 50 per cent of present jobs will vanish over the next couple of decades because of the development in the field of robotics or artificial intelligence. In 2013, researchers at Oxford predicted that nearly half of all jobs in the United States are at high risk of being computerized in the next decade or two. A recent survey by the Pew Research Center finds that 65 per cent of Americans expect that by the year 2065, robots and computers will "definitely" or "probably" do much of the work currently done by humans. It may sound amusing but experts are even predicting human-robot marriage be made legal by 2050, now that I presume is a lot of human optimism dispelling the human - robot trust paradox.
Whatever be the case, the context of robotics or its application already in day to day life is evident enough for even to discount the significance of dependence on them in future. We are well aware of bomb-detonating robots, warehouse-organizing robots, the fire-fighting robots, task scheduling robots in emergency situations or algorithms, other machines and softwares that are already doing real work remote management for humans.
Organisations realize that they will have to keep pace with competition and disruptive technologies, even the Human Resource departments face serious threats already. Employees will not only have to really work hard on themselves for survival but also upgrade their skills drastically towards advancement and change. As the disruptive technology and change does not have continuum of consistency in futuristic improvement, these changes will need to leap frog in technology, systems and processes. Hence, employees will have to advance their skills matching as per the requirement of latest technology and competition. This further will also mean change in culture of organisations in a radical manner. The values of organisations will have to be flexible and adaptable to counter the external and internal competition. The strategies, policies, systems and procedures will also undergo destructive changes at much faster speeds than before to reorganise or recreate new and most appropriate organisational structure, behaviour and employment.
Automation and digital technology, as is clearly observed have completely replaced many repetitive or less skilled jobs in manufacturing, banking, accounting, medical diagnoses, offices and other many industries and spheres. The movement towards AI and robotics is evolutionary largely as it is a socio-technological leap, while the technology may be ready, humans only appear as ready. Survival of employees in such painful scenarios remained as one of the most critical factors for corporates. It will continue to be a painful process and Human Resources teams will have to intervene and lead to soften the drastic effect while the inevitable changes take place. Their personal touch, understanding of business and people, understanding of strategies and effective communication will be essential. HR's empathy will be of prime relevance and focus.
Despite the fact that many online HR startups haven't demonstrated a lot of success, yet a lot of administrative HR has increasingly become automated. Nonetheless, higher and qualitative skills like talent management, leadership development, succession planning and managing a culture may not be so easy to be left at decision making capabilities and expertise of robots or AI. This is where HR will have to go more strategic in nature, filling in as change agents ensuring efficient and effective communication between employees and leaders. They will continue to act as catalysts forming an enabling culture after the disruption has occurred. They will have to diligently work harder or perhaps overtime to add interesting dimensions attached to the spinning corporate agendas. The lively and bright spirits of the HR functionaries to overcome the gloom of substitution, to help retain and develop talent as per changes cannot be robotised and hence will keep the ingredients of market forces - the demand and supply active and well in check.
