Technology has brought an unprecedented transformation across every layer of the corporate world. From production systems and marketing to administrative work, automation now touches almost every function. Yet, the most fascinating shift is happening in Human Resource Management. Once regarded as the “heart” of an organisation, HR is now standing at a crossroads. Some argue that in an era dominated by artificial intelligence and automation, HR departments are destined for extinction. Others believe technology will not destroy HR, but instead give birth to a more strategic and deeply human version of it.
In major corporations, especially in banking, telecommunications, and multinational organisatons salaries, attendance, leave, and employee records are now managed by software systems. Artificial intelligence is screening résumés and even responding to employee queries through chatbots. The days of flipping through files or calculating payroll manually are long gone. Work has become faster and more accurate. But beneath these efficiencies lies a growing question: is the human connection fading away?
Globally, the same trend is evident. Leading organisations are gradually replacing HR roles with technology-driven systems. Costs are falling, efficiency is rising-but the human touch is slipping. This technological tide has already reached Bangladesh’s corporate environment, particularly in banking, IT, and fintech sectors, where HR operations are rapidly being digitised. Many companies now outsource recruitment and training to external agencies. While this reduces costs, it also weakens organisational accountability and employee engagement.
Still, the question remains– will HR truly disappear? The answer is no. Because no matter what advanced technology is used, understanding people remains a uniquely human ability. Bangladesh’s work culture is still relationship-driven. Motivation, frustration, morale, and emotional well-being cannot be interpreted through data alone. These require empathy-something no machine can fully replicate.
Legal obligations also anchor the relevance of HR. Under Bangladesh’s Labour Law-2006, functions like recruitment, termination, workplace safety, gender protection, and harassment complaints require direct human oversight. Beyond compliance, HR shapes an organisation’s culture, ethics, and leadership, areas technology can accelerate, but never replace.
In Bangladesh’s corporate reality, human considerations still play a decisive role in hiring, promotions, and decision-making. Yet, change is clearly underway. Banks are adopting advanced HR analytics and automation software. In the garments industry, RFID and ERP systems are now used to monitor attendance, payroll, and safety. Some emerging startups even operate under a “No HR Model,” where teams recruit and evaluate their own members. Still, most organisations continue to rely on HR as the central force managing people and performance.
The transformation is not about disappearance; it’s about evolution. HR is moving from a purely administrative role to becoming a strategic partner in business growth. Today, HR contributes to decisions about investment, leadership development, and skill enhancement. Supported by data analytics, HR decisions are increasingly evidence-based rather than assumption-driven.
Modern HR’s responsibilities now include mental health support, workplace well-being, training, and fostering inclusive organizational culture. Employees are no longer viewed as “resources” but as whole human beings whose experiences define the company’s success.
This shift is visible across South Asia. In India, companies like TCS, Infosys, and Wipro have automated nearly 40 per cent of their HR processes. But instead of dismantling HR, they have established “People and Culture” departmentsspaces where technology and human values coexist. Sri Lanka and Pakistan are adopting hybrid models that combine technological efficiency with human judgment. Bangladesh, too, is gradually heading down the same path. The HR of the future will be smaller, sharper, technologically adept, and strategically vital.
Technology, then, is not the enemy, it is an ally. It can handle repetitive and transactional tasks, freeing humans to focus on creativity, strategy, and empathy. The real question is no longer “Will HR survives?” but “How will HR evolve?”
The next generation of HR professionals must prepare for this change. Data literacy, digital fluency, and a deep understanding of employee experience will be essential. Those who fail to adapt may fade away. But those who embrace technology as a partner will define the next era of corporate leadership.
The truth is, HR is not dying, it is being reborn. It is becoming less administrative and more human; less traditional and more strategic. Technology will not replace humans, it will empower them. The future of the corporate world belongs to those who can balance logic with empathy, data with humanity. They will be the true human architects, shaping tomorrow’s work culture where people and machines move forward together, not in competition, but in collaboration.
Source – https://thefinancialexpress.com.bd/views/views/mapping-growth-through-shadow-work