The adoption of Human Resource Automation technology is rapidly increasing among companies in today's digital era. This innovative solution has become a go-to tool for many companies, with approximately 40% of organizations already using robots for HR processes. Maintaining an employee database, recording their timesheets, managing salary records, and other HR activities can be quite time-consuming and requires significant manpower. Moreover, any mistakes in these processes can lead to chaos within the organization. HR Automation technology provides a seamless solution by utilizing robots to manage these activities with exceptional accuracy and outputting the results in a matter of seconds. These robots can operate 24 hours a day, seven days a week, and 365 days a year.
HR is a cost-centered field in any organization, and the adoption of HR Automation technology can help save significant costs. With HR Automation, an HR employee can focus more on strategic and decision-making roles rather than wasting time and energy on manual processes.
As the world moves towards digitization, Automation technology is creating a buzz, and every organizational functionality is replacing manpower with Robots. The Human Resource Department is not behind in this race, as many organizations have already implemented RPA automation solutions in the field of People Analytics, Recruitment processes, Employee Data management, and other HR activities. The adoption of HR Automation technology can lead to increased efficiency, accuracy, and cost savings, ultimately contributing to an organization's success.
The HR team plays a vital role in any organization as they are responsible for making critical decisions related to payroll, recruitment, and designing policies. Their significance cannot be overstated, yet they often spend a significant amount of their time recording and maintaining databases. This tedious and time-consuming task can be automated with the help of advanced technologies. The use of automation processes can streamline HR operations, allowing the team to focus on more strategic and value-adding activities.
In today's fast-paced world, repetitive activities that follow a specific sequence and involve handling large volumes of data can be easily handled by automation. There are various examples of HR processes or applications that can benefit from Robotic Process Automation (RPA), such as:
A company can use a Chatbot to interact with employees. With Chatbots in place, an employee can easily gain an understanding of many policies and benefits. He can also get his queries answered along with providing feedback. Time is what matters when the relationship comes into the picture. This can be easily taken care of by robots.
Virtual classrooms can be used to train employees. Training new employees is a repetitive process in an organization. Hence, with Robot-enhanced classroom sessions, this task becomes less cumbersome. Also, tracking the employee’s attendance and progress is easier with virtual classrooms.
The best use of HR Automation lies in Recruitment. Hiring an employee is a one-day process. Just to recruit 1 employee, the company has to take interviews with 100s of candidates. Many profiles will be irrelevant but still, HR has to waste his time reviewing those applications. A robot comes in handy to pick the top few candidates who are the best fit for the role. This will make HR’s job easy in recruiting the best candidate without wasting much time.
An employee needs a justification when it comes to his share of benefits and compensation. With a robot in the picture, there can be complete transparency in this process. This will help build trust with the employees and immediate responses to queries can be handled.
A constant change in labor laws makes life difficult for the HR department as they have to adapt afresh rules. And to keep up with the pace of changing laws, the HR department can implement RPA to the difficult processes as it can easily adapt to changes with adjustments in the rules. This makes it simpler for organizations to obey compliance laws. So much time is saved as error-free reports are automatically created by adding information from different sources. With one Robot in place, all these data can be easily handled with high accuracy. Also, the data can be edited, updated, or deleted easily providing a transparent approach to employee data. A robot can be used to record an employee’s data, get people analytics, do data cleansing regularly, and interact with different functions within an organization.
Rules, Guidelines, and Laws of companies and countries keep changing from time to time. Framing the policy guidelines and informing all the employees regarding this is a time-consuming job. Also, each employee can raise queries that need to answer immediately. Such policy awareness can be integrated with a robot. A bot can give a personalized message transfer to all the employees and answer all their queries. Also, consistency can be maintained across the organization regarding compliance and policies.
Mergers and Acquisitions require a lot of changes in organization design and structure. Also, the chaos that accompanies a Merger or an Acquisition should be handled immediately. With the RPA process, such scenarios can be handled very smoothly allowing the board of directors and the employees to know the current state of the company. It can also bridge the gap between various policy-related, employment-related, and client-related data. An RPA not only helps in saving time but also saves money and manpower in the process.
Most of the MNCs are already using biometrics for tracking the attendance of the employee. With RPA, we can understand the trends of the employee’s attendance using RPA Analytics. Also, a manager can keep track of time-conscious employees, employees who are taking leaves on regular patterns, and the overall picture of his team’s leave calendar. A robot can validate the data and inform HR if there is any discrepancy in the data.
Recruitment is a big process for any company. It involves a lot of paperwork, data entry of new hires, selection criteria, and onboarding of new hires. The HR team should be well aware of the attrition rate in their company. A robot can enhance the process of gathering the employee’s data, updating it, and maintaining the data across the organization. It not only makes the process accurate but also fills gaps between various functionality. With analytical data generated by the robot, the board of directors can engage in structuring the roles and responsibilities within the company.
Most payrolls in an organization are rule-based, involving a large volume of repetitive data, they make the best case to involve the RPA process to take care of it. As payroll is a sensitive subject to employees, a bot can guarantee 100% accuracy in maintaining the data with less time consumption. With RPA, data consistency can be checked with the ERP system along with tracking paychecks, rewards, reimbursements, and benefits being submitted inaccurately or with delays.
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