Robots are helping the humans in various tasks, including human resources. Here’s a glimpse of what use-cases can be automated in HR.
Robots are powered to help humans
How many employees does it take it take to onboard a new hire? Answer may be more than 2 and that too with a risk of mistakes. But how many robots does it take to do the same? Only one. And the process can run 24/7 for many years. Apart from that the robot doesn’t need overtime pay or human resources. And it won’t quit on you, either.
Robotics Process Automation is one of the recent technologies that have completely revolutionized the way we look at the boring routine with repetitive tasks.
RPA in HR is helping put back the human in human resources. By implementing robotic process automation, organizations can streamline the transactional HR tasks so that the HR team can focus on more focused and strategic activities which will add more values as an organization and as an individual.
A recent survey conducted by Deloitte confirmed RPA as a viable and proven solution with over 74% of the respondents planning to explore the technology in the coming years, and almost 22% of them having already piloted or fully implemented RPA.
In HR operations, robotics process automation doesn’t mean that robots are making decisions. Quite the contrary. RPA HR use cases involve automating the simplest, most repetitive administrative, data entry type work and clerical actions at the keystroke level. HR operations processes that can be simplified using RPA including employee relations, training and development, recruiting and hiring, benefits and compensation, and HR generalist activities.
RPA in HR operations primarily works by having a software robot perform high-volume, repetitive operational tasks from HR employees which wastes their time and ultimately puts the company at a loss. These include tasks such as on-boarding of new hires, processing payroll, benefits enrollment and compliance reporting that require a significant amount of manual and repetitive labor which costs time and energy. Apart from increased accuracy and speed of data processing, RPA can be instrumental in bringing down the overall HR-related costs.
What are examples of RPA in Human Resources?
RPA offers a number of specific, measurable benefits to Fortune 1000 companies, including:
• Robots help human staff by handling tedious, repetitive processes and automatically transcribing information from various sources in multiple systems in the on-boarding process.
• RPA accomplishes this in HR operations by automatically validating new hire data and entering data into different systems. It speeds up the process.
• Reduced error rates in human resources on-boarding processes. Human resources RPA accurately updates personal and account information across multiple systems to facilitate processing. And it can automatically identify data discrepancies.
• Increased regulatory compliance. Human resources RPA maintains regulatory compliance at nearly 100%. Robots can keep a running log of actions and conduct automated compliance checks.
• RPA maintains constant check up on payroll tasks and makes them on time.
What are use cases of RPA in HR?
1. Resume Screening & Shortlisting the deserved candidates
When it comes to basic HR functions such as hiring, a lot of time gets wasted from the company point of view while looking into all the CV’s and shortlisting the candidates.
Software robots can make this process much simpler by easily gathering the applications and comparing all the information against the list of specific job requirements and reject the applications which are not fulfilling the criteria. Using RPA technology, these requirements can be seen as predefined rules which guide the overall selection procedure. We can also arrange the email or other notifications for the qualifying candidates for interview notification calls, whereas rejection notifications could be sent to those who fails to match the selection criteria.
2. Employee Data Management
Managing the data is most important but most tedious task for a HR. It typically requires systematic as well as consistent actions across several databases (with multiple data formats) ranging from payroll and employee benefits to company regulations, and much more.
With a constant addition and updation in employee data in the form of existing staff, new hires, interns, contractors etc., managing it all manually can be a nightmarish task for HR teams. RPA in there to help the HR teams to handle the tasks related to employee management, thus reducing the risk of incorrect data entries to a minimum. Robots can also perform data cleansing tasks at a regular interval to ensure data compatibility across multiple databases.
3. Payroll Processing
Payroll tasks are one of most important tasks as a company point of view and as an employee point of view. Involving massive amounts of data entry on a regular basis, managing payroll manually can often lead to a risk of multiple errors. On top of that constantly changing tax regimes can make the task for changing payroll details can be hectic for every employee manually. RPA in HR can simplify the process due to its ability to collect and connect the data between multiple systems such as HR and employee management, time tracking, accounts payable etc.
4. Maintaining Compliance of the employees
Strict labor laws and other regulations require companies to prioritize error-free and smooth compliance. So, ensuring high compliance at an organizational level requires a lot of time and attention from the HR professionals where every single detail needs to be thoroughly analysed and entered otherwise it may lead to a serious trouble for the organization.
Using RPA, compliance-related activities can not only speed up the process but also minimize delays and human errors in the process as everything is done by software bots, enhancing the overall accuracy of the process.
5. Performance Analysis
Across industries, organizations are constantly finding the new ways they can use RPA in HR to re-evaluate their performance management systems. Right from employee’s goal setting, incentive calculations to the evaluation of rewards, calculation of shift allowance and overall progress of the employee RPA software makes it easier for HR departments to keep up the organizational productivity rate high.
6. Maintaining Regular Attendance and Shift Allowance
For the organization it is hard to constantly keep an eye on attendance of the all employee’s and looking at the carelessness on the part of employees in punching accurate time records it is even more hard.
RPA based robots can make the attendance tracking easier by cross-checking self-reports against time logged in the company record, followed by reporting any inconsistency to the HR managers. As many organizations give benefits to work in shifts. So, we can use RPA bot to keep track of that. RPA for shift allowance calculation leads to automatic reading and validating of the data by bots from multiple back-end systems.
Conclusion
Human resources is an integral part of any running business and EmergeFlow is willing to make difference by automating processes. At EmergeFlow, we believe in delivering what is best for our clients. All the automations mentioned above lie within the capabilities of EmergeFlow. We provide services at every step of automation, be it consulting, coding for bots, deploying bots or providing maintenance services for the bots. In the end what matters to us is sheer value creation for the clients and visibly improved numbers in terms of productivity, ROI and error rate.
