Implementing Automation Of Human Resource Management In Public Sector Universities Of Punjab

Abstract

Human Resource Management has not been an exception as technological innovation has revolutionized the working of organizations all over the world. Robotic Process Automation (RPA) and Artificial Intelligence (AI) are becoming more common in the domain of HR practices to increase efficiency, simplify working processes, and decrease the use of manual operations. Although the comprehension of HR automation has been at a fast rate by private organizations, most institutions in the public sector especially in developing countries have remained with the old systems of paper work which restrict efficiency in administration. The current research focuses on the adoption, challenges, and the possible effects of RPA and AI on HRM in the universities of Punjab in the public sector of Pakistan. The study relies on the qualitative design, which was based on the semi-structured interviews with the HR administrators, Registrars, academic Deans, and IT officers. The study explores the perceptions, institutional preparedness, performance expectancy, effort expectancy, and obstacles to automation guided by the Unified Theory of Acceptance and Use of Technology (UTAUT). The results expose such difficulties like resistance to change, financial constraints, lack of proper technological provision, absence of specialized HR systems, and data privacy issues. However, there is a significant potential of enhancing the recruitment, payroll, on-boarding, faculty performance review, and monitoring of compliance. These findings highlight the importance of strategic planning, capacity-building, change management and policy reforms to enable digital transformation. The research paper adds to the scarcity of empirical studies in the area of HR automation in the public education area and suggests a comprehensive approach to the introduction of RPA and AI into HR functions in the public sector universities of Punjab.