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uKnowvantage Hyderabad Roundtable Highlights: HR Leaders Decode the DPDP Act
Table of Content
Why is Digital Data Protection Now an HR Imperative?
Employees Have the Right to Ask—and HR Must Be Ready to Answer
Understanding Personal Data: From Theory to Practice
Consent, Control, and Continuous Audits
Leadership Accountability Under DPDPA
Internal Data Leakages: The Silent Risk
Common Sense Still Matters in Data Protection
HR as the Custodian, Not Just the Processor
Awareness Beyond the Workplace
Practical, Pragmatic, and Future-Ready HR
Key Takeaways from the Hyderabad HR Roundtable
Closing Thoughts
Heartfelt Thanks to Everyone Involved
Want to Be a Part of the Next uKnowvantage?
As India moves steadily into a data-first economy, the role of HR has expanded far beyond talent management and employee engagement. HR today stands at the intersection of people, technology, and trust—making it one of the most critical custodians of digital personal data within organisations.
Recognising this shift, uKnowvantage hosted an exclusive HR Roun...
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AI in HR: Types of AI used in HR, Benefits, Challenges
Table of Content
Introduction
What is AI in HR?
Types of AI used in HR
Practical Use Cases of AI in HR
Why HR Leaders Need AI Now
The Role of uKnowva HRMS in AI-Powered HR
Future of AI in HR
Conclusion
FAQs on AI in HR
Introduction
Artificial Intelligence (AI) is no longer just a buzzword; it has become a focal point in how modern businesses operate.
From customer engagement to supply chain optimisation, AI has revolutionised nearly every sector, and Human Resources (HR) is no exception. In today’s hyper-competitive landscape, organisations cannot afford to lag in adopting AI-powered HR solutions. The HR function has evolved from being primarily administrative to becoming a strategic driver of growth and culture. HR leaders recognise that ignoring AI Adoption can leave them lagging in talent acquisition, engagement, and workforce planning.
In this blog, we’ll explore the AI tools used in HR, practical use cases, and why AI matters for HR leaders righ...
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How Should CHROs Quantify HRMS ROI for the First 12 Months?
Table of Content
Introduction
The importance of the first 12 months
Common Mistakes CHROs Make When Measuring HRMS ROI
Conclusion
FAQs on CHROs Quantify HRMS ROI
Introduction
In boardrooms today, HR technology investments are no longer approved on promise alone. CHROs are expected to speak the language of value, outcomes, and returns—especially in the first year of implementing an HRMS.
Yet quantifying HRMS ROI within the first 12 months remains one of the most misunderstood and poorly measured aspects of HR transformation. Many organizations invest in modern HR platforms but fail to define what success actually looks like, making ROI conversations vague and defensive rather than strategic.
The truth is this: HRMS ROI is measurable—if you know where to look, what to track, what to track, and how to connect HR outcomes to business impact.
This blog explains how CHROs can quantify HRMS ROI in the first year using clear metrics, realistic benchmarks, and a struct...