On the face of it, we assume that  HR is all about people. Yet, after a bit of digging, it sometimes feels more like a full-time glorified administrative assistant gig. HR is doing the work, checking the boxes, and following the script that’s been passed down for decades. Will this continue? Lately, something feels off - there's a new buzz in the air, and not the usual corporate jargon. It's called "hyperautomation." 

This is not just another tech trend. This is a fundamental shift. On the one hand, you have the old way of doing things - the carefully planned, often slow, and highly manual processes that have been the bedrock of HR. On the other, you have a future where AI and automation don’t just assist you, they redefine your role completely. The question isn't whether this is coming. The question is whether your department is ready to evolve?

What exactly does "from harvard to hyperautomation" mean?

When we say "Harvard," it's not about the institution itself, but about what it stands for - tradition. We're using it as a stand-in for the classic, traditional approach to Human Capital Management (HCM). This model is built on the idea that every process, from hiring to performance reviews needs a careful, manual, and often painstaking human touch founded on the belief that human judgment alone is the key to managing people.

Fast forward to now, hyperautomation. We are not just looking at automating repetitive tasks like payroll. We are expanding the orbits of possibility by using a mix of advanced technologies like AI, machine learning, and robotic process automation (RPA) to automate as many business processes as possible. Hyperautomation is about making things happen on their own. It’s AI analyzing candidate resumes in seconds, predicting employee turnover For HR, this is  an entire ecosystem of technology working together to handle the repetitive tasks that have always eaten up time.

Where HCM meets AI: The good, the bad, and the “Oh, crap” moments

The good: The AI time-saver

• Faster Hiring: AI can scan hundreds of resumes in seconds, flag top candidates, and even predict how well they'll fit with your company culture.
• 24/7 Support: A chatbot can handle new-hire FAQs at any time, freeing you from answering repetitive questions.
• Focus on the Human: By automating administrative tasks, AI allows you to focus on high-value work, like coaching managers, resolving conflicts, and building strong teams.
• Beyond Administration: AI is a tool that allows you to shift your role from an administrative one to a strategic one, focusing on the "human" part of Human Resources.

The bad: Garbage in, garbage out

• Amplified flaws: AI is only as good as its data. If your HCM system has outdated records or biased hiring criteria, the AI will simply amplify these flaws, leading to bigger problems.
• Perpetuating bias: An AI trained on data from a male-dominated team might unintentionally reject qualified female candidates, perpetuating existing biases instead of correcting them.
• The Problem with Bad Data: AI doesn't think for itself; it just processes the information it's given. If you feed it bad data, it will produce biased or inaccurate results, making your processes worse, not better.

The "Oh, Crap" moments

• Rude and rigid communication: An AI might schedule a performance review at 3 a.m. or send a cold, robotic rejection email. These kinds of mistakes can alienate employees and candidates and make the company look bad.
• A lack of human touch: AI tools often lack empathy and common sense. If not set up properly, they can create more problems than they solve by failing to handle the nuances of human interaction.
• Not a "plug-and-play" fix: AI is not a magic solution. It requires careful and thoughtful implementation to ensure it's helping your HR processes instead of hurting them.

AI can be an incredibly powerful tool for HR, but it requires a careful and strategic approach.To get the most out of it, you need to ensure your data is clean, and you're always keeping the human element in mind.

The new HR playbook: It's about results, not rules

The old way of Human Capital Management is a dusty relic. With a rigid playbook of rules and processes designed for a different era, it focuses on compliance and documentation for its own sake. While that model may have worked in the past, HR professionals are being held back from their true potential with this playbook.

• From administrator to strategist

The new playbook is a different game entirely. The number of employees that you genuinely help is more important than the number of forms you fill out. This modern mindset applied to HR shifts the focus from rigid processes to meaningful results - creating a culture of continuous feedback that actually improves performance, rather than just checking a box on an outdated review form.

• Hyperautomation: A gift, not a threat

Hyperautomation is not here to replace HR but to liberate it. It’s an opportunity to shed the administrative tasks and finally get back to the "human" part of Human Resources. By automating the paperwork and repetitive processes, HR can stop being a checklist-driven administrator and start being a strategic leader. 

• The evolving role of HR: 

AI is changing what it means to have a "human touch." Beyond just expressing empathy, it's about using technology to elevate your human skills. By automating the grunt work, AI frees you up to focus on high-value tasks like mentoring, strategic planning, and building meaningful relationships. The future of HR is about blending the best of what AI offers with the unique skills only humans possess.

The human touch: Why AI won’t replace you 

Here’s the part where you can breathe a sigh of relief. AI’s not here to steal your job. Sure, it can crunch numbers and automate tasks, but it’s terrible at the stuff that makes HR, well, human. Ever try to have a heart-to-heart with a chatbot? Our point, exactly.

• AI can't do empathy: While AI can handle data and automate tasks, it can't handle the complexities of human emotion. You can't have a heart-to-heart with an algorithm. Employees need a person who can listen, understand, and provide genuine support, especially when dealing with personal or workplace issues.
• The non-negotiable human element: Employees don't want an algorithm telling them how to cope with a bad day. They want a person who understands their situation, who has been in the trenches, and can read between the lines. This is where your ability to connect with people on a human level becomes essential.

Building the future-roof HR pro: Skills that AI can’t copy

If AI is taking over the tedious parts of your job, what’s left for HR to do? The answer is simple: the human stuff. The skills that an algorithm can't learn, and the tasks that a machine can’t perform. 

• Emotional intelligence: This is HR’s superpower. AI can analyze data on employee engagement, but it can’t sit down with an employee who is struggling and offer genuine empathy. It can’t read the room in a difficult meeting or understand the unspoken tension between team members. 
• Strategic thinking: AI can give you data, but it can’t tell you what to do with it. It can predict that turnover is high in a certain department, but it’s your job to figure out why and to create a strategic plan to fix it. This is about asking the right questions, connecting the dots, and thinking about the long-term health of the organization.
• Creative problem-solving: An algorithm can’t solve a conflict between two departments. It can’t design a new and innovative onboarding experience that truly wows new hires. These are the problems that require creativity, flexibility, and a deep understanding of human behavior.
• Influencing and communication: HR will always be about people. You have to be able to influence senior leadership, coach managers, and communicate effectively with employees at every level. These are not just soft skills; they are the core of the new HR role.
• Start with low-hanging fruit. Automate the easy stuff first, like payroll processing or resume screening and your HR staff should know how to use AI tools without freaking out. 
• Test and tweak. Don’t roll out an AI tool across your entire department on day one. Pilot it on a small project, like candidate sourcing, and see what breaks.

Wrapping it up:

So, what’s the endgame? Will the classic HCM model survive, or is it headed for the scrap heap? The truth is, it’s not about survival, it’s about evolution. The Harvard playbook isn’t dead, it’s just getting a major upgrade. 

The classic HCM model isn’t going anywhere, but it’s not enough on its own anymore. Hyperautomation’s here, and it’s not slowing down. HR’s job isn’t to fight it or fear it, it’s to figure out how to make it work for you.  An HCM model where AI predicts turnover risks before they happen, suggests training programs tailored to each employee, and even helps you craft a culture that keeps people around but the CHRO who can speak AI without losing sight of the human element is the one who’ll thrive.

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