How HR Technology can help to protect New Employee Rights and comply with Regulations without affecting Productivity?

Today, if we look at the Human Resource (HR) landscape, we notice that it is starkly different from those typical factories and typewriter-offices that existed many decades ago. Not just in terms of the design, culture and length of collars but in the very essence that empowers the employees. Over the years, Talent Management has evolved into many levels and deepened to new roots. Bureaucracy has melted, walls have morphed to glass corridors and the quintessential purpose and reward of work have changed completely.

The Labor Law Says So

People still work for money, but the value of meaning, fulfillment, respect, and dignity has grown manifold in today’s workplace. That has led to a continuum of labor regulations, and amendments to many laws related to the workplace. There are labor laws like- Equal Employment Opportunity, Fair Labor Standards Act, Occupational Safety and Health Act (OSHA), Minimum Wages Act, Factories Act, EPFO, and the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act. It is hard to argue against the pronounced effect that some of these aspects have manifested on human resource management. If we look at some recent labor law changes and some very latest mandates, we can see that employee rights have been impacted in these specific areas.

1. Workforce Diversity
2. Fairness against Discrimination
3. Inclusivity and Treatment
4. Privacy
5. Compensation and Gratuity
6. Employee wellness and health benefits
7. Employee Safety and Welfare
8. Discrimination against Disabilities
9. Work-life Balance
10. Gender Rights
11. Maternity and Paternity Benefits
12. Women Safety and Welfare
13. Third-party Data use and Surveillance
14. Documentation, Compliance, and Transparency

It is easier to get overwhelmed when one looks at the proliferation of regulations on so many fronts. You need not get confused, exhausted, and distracted. HR Managers can still focus on their key challenges and metrics. The areas of productivity enhancement, cost-reduction, attrition-control, improved retention and augmented employee-engagement—these can continue to drive HR Manager’s top time-slots and attention.

Take help from Technology

But the fascinating part is that organizations can manage these employee metrics while also aligning with what the labor laws require of them. The dual-power to do that lies in the smart use of HR Tools. Artificial Intelligence (AI) and Automation have now made it possible for HR Managers to adhere to various government mandates and amplify their core goals.

For instance, an Automated Recruitment Tool can help to tick all the boxes that are needed for ensuring fair workforce diversity and inclusion. HR Managers can hire people from various backgrounds, groups and regions without incurring extra costs, hassles or time. A smart HR Tool can take care of all these aspects silently and smoothly under its hood. It generates only the most essential parts relevant to human intervention and the HR Manager’s decision.

HR Tools also keep the records and compliance part updated to the very finest and latest levels. Use of HR Analytics speeds up the actual intentions of compliance. These HR Tools allow for instant, and precise, retrieval of information. Data management at a real-time, granular, and contextual level enables the real impact of compliance and other Government guidelines.

Similarly, to comply with the various mandates of the General Data Protection Regulation (GDPR), it is essential that recruitment planning and recruitment data do not have any negligence areas. AI-based Hiring and Automated Screening can save a lot of time and effort while meeting the various requirements of the law.

It is easy to expand the recruitment pool considering many dimensions like diversity, inclusion, gender equality, and fair treatment by programming the Artificial Intelligence (AI) models and algorithms in a strategic and customized way. Thanks to Deep Learning and Natural Language Processing (NLP), these HR Tools continue to build upon the knowledge and feedback, thus strengthening their value over a while.

As you can see, it is a misnomer that following a rule means sacrificing productivity and cost management. It can be done seamlessly, effectively and profitably with the use of HR Tools. It’s a win-win-win scenario because everyone feels the positive impact—Government, employer and employee.

Tags: Human Resource