HR departments are the heartbeat of a company. They provide essential support and guidance for employees and take care of many day-to-day administrative tasks that keep an organization moving. But often, HR departments can find themselves overwhelmed with repetitive tasks, taking time away from the human side of human resources.
This is where robotic process automation in human resources comes in. Those monotonous, repetitive tasks are ripe for automation. Yet, relatively few companies have leveraged the full potential of automation technology to improve their HR departments. In this blog, we’ll discuss the ways that HR departments can turbocharge their processes with robotic process automation.
How can RPA accelerate your HR processes?
RPA is a form of automation technology that uses software bots to complete repetitive, manual tasks. That makes it perfect for automating and improving the repetitive aspects of HR onboarding, payroll, hiring, and much more. RPA can augment traditional process automation technology, adding an extra tool to the overall package. RPA software bots can complete a range of tasks that HR workers have traditionally dedicated many hours to.
1. Eliminate inefficient payroll tasks
In many organizations, payroll data is still processed manually. This can lead to delays, which are bad for employee engagement and morale. Payroll processing is a task that is ripe for automation.
With RPA, HR departments can reduce the amount of time they spend completing payroll each month, while also making the process more accurate. RPA software bots can be programmed to check payroll information against ERP data, to identify potential inaccuracies. The technology can also automate a series of lengthy payroll tasks, including tracking and adding employee benefits and rewards.
2. Hiring the right candidate
Anyone who’s ever had to hire an employee knows it is not a simple process. In the early stages of recruitment, it can take hours to sift through resumes and cover letters of each applicant.
With RPA, you can define rules to automatically filter the resumes, such as the amount of experience or required qualifications. It can be set to complete background checks on potential employees, by accessing thousands of data sources to discover information from criminal records, driving records, and credit reports. Using RPA, you can automatically schedule interviews for employees who meet pre-selected criteria and send out the relevant email notifications.
RPA can be used in conjunction with workflows, which are better suited for processes that require collaboration, judgment, and decisions – such as ranking the candidates that meet your qualifications.
3. Onboarding: Creating the right first impression
Managing new starters is a particularly admin-heavy process for HR departments. It involves adding important employee information into the company ERP and other places, updating payroll information, organizing contracts to be signed and stored, and many other repetitive tasks. The problem is that these important tasks take up considerable amounts of time.
RPA software bots can be programmed to carry out processes such as capturing information from the company’s IT systems and automatically creating documentation based on it, before assigning IT profiles and user licenses to the new employee.
By automating manual processes with RPA, your HR department can focus on the human side of their jobs. They have more time to introduce the new hire to the organization, helping them feel comfortable in their new environment.
4. Improve absence and time tracking HR processes
Organizations need to keep track of when employees are sick or on vacation. This is vital for keeping track of vacation allowances, as well as identifying workers with unusual absence rates. For many companies, however, this tracking requires HR or line-of-business leaders to manually insert absences and vacations into a shared calendar or database each time a worker isn’t there.
RPA can streamline this process by automatically cross-referencing time that employees are “clocked in” against the absence and vacation calendar. This can be done with a digital sign-in system, or simply by monitoring when employees are logged in to their computers. From there, a bot can identify any discrepancies, automatically sending email reminders to the employee, as needed.
An HR manager only needs to get involved much later in the process to address discrepancies or problematic situations – which might be best handled with workflow automation.
RPA can also be programmed to keep a record of relevant absences, and cross-reference this when new vacation requests come through to quickly check whether the employee has already used their time.
The rise of RPA in human resources
A few years ago, RPA was still considered a fledgling technology, treated with caution and considered something for the future. Today, it’s firmly on the rise and companies of all shapes and sizes, across a wide range of industries, are finding its benefits compelling. The emergence of RPA bots means the potential for automation is even more powerful.
How can RPA help your company?