Since the previous decade, the function of HR has changed dramatically. Global, scalable, and multidimensional organizations are becoming the norm. Although the perspective has altered in favor of technology, the human touch and assistance would still not be considered strange. Organizations are pragmatically seeking increased technological innovation, automation, and scalability in their company and operations.


The most important thing we are missing in this era of technological innovation and automation is a recognition of the importance of human intervention and the value that an employee may provide to the firm. Will we fully ignore the HUMAN component in this so-called "Technical and Automation Era"? Or will everything be so robotic that we will be completely reliant on it? Is this one of the most perplexing questions that come to mind? If the answer is yes, then we must still have some human psychology before the technology can truly dominate us.


This is where you, my dear HR professionals, play a critical, if not critical, role in re-establishing the human aspect of the business both inside and outside the walls. We live in a vibrant "Technical" and "Virtual" world, where global boundaries have undoubtedly dissolved and communication and networking have grown extremely advanced, despite the fact that firms are struggling to retain personnel. Many companies have devised great employee retention strategies such as flexi-time, work from home, work-life balance, and career growth courses, among others. However, they have yet to provide their personnel with a human touch.


What exactly does "human touch" or "human side" imply? Your colleagues may have admired you for your efforts in fostering a growth-oriented workplace culture. The story, however, does not finish here!! It also does not imply that the company has fully failed to comprehend the human aspect of its personnel. But now is the time for leaders of organizations to refocus their attention on employee well-being, mentoring, creating a supportive working culture, providing enough space and learning and development opportunities, focusing on short-term or mid-term goals, and finely fragmenting these goals at every level so that every employee in the organization feels a sense of belonging. Simply concentrating on maintaining organizational ethics will not assist in the long run. Many firms adhere to their organizational ethics as a set of doctrines, which inevitably leads to a high level of rigidity in employee performance and longer sustainability.


Organizations must be more adaptable, especially when it comes to HR rules. It also doesn't imply that you should delegate decision-making authority to your staff; rather, there should be a great collaboration and mutual trust between management and employees. A livelier, more productive, and culturally strong working atmosphere would be created by harnessing and propagating strong mutual trust and respect between management and employees.


Organizations should prioritize technology innovation, company scalability, and business expansion, but not at the expense of the organization's human resources (i.e., personnel).


On one, there is the technological aspect, and on the other, there is the human side. In today's fast-paced technical outer Space, do organizations genuinely appreciate the human side? How will technology affect the human side of the business, the "personal touch" as we call it, in the next years?