Human Resource processes as we know, operate on high volume data and repetitive standards. Considering the number of processes in HR -such as payroll management, hiring, compensating and providing benefits - managing them becomes a herculean task.
Robotic Process Automation (RPA) helps in significantly improving the operational excellence and making it cost-effective. It also frees the staff from ordinarily processing activities and helps them to focus on important tasks such as building employee's relations and resolving personnel issues.
Main Use Cases of RPA in HR
HR processes are data-driven as they manage information related to the employee’s records, as bank records and their career growth in the current organization within the system. They also have to manage data on vendors and contractors across different locations. Considering that the team deals with such humongous amount of data, it becomes difficult for them to manage it efficiently. RPA helps in automating this process by collecting all the information from disparate sources and integrating it to help the team to manage the records efficiently.
New Hire & Exits
The HR team maintains a record of new hires and exits that is presented to the board at the end of the financial year to provide an update on the hiring and attrition. Considering that the data was so important and so voluminous, the team which starts taking help of RPA accelerates the process of gathering data and recording it correctly. RPA helps validating the data and filling the gaps by sourcing data from available information with minimal errors. In case of employee onboarding, RPA gathers information about the employee from disparate systems, validates it and proceeds with post-hire activities such as workspace allocation, computer device allocation, and user-id and e-mail creation. In case of an issue, the software flags it to the concerning department which takes it ahead for resolution.
Travel & Expense
When the employees go on business trips, they submit their bills that go through the HR department for reimbursement. Sometimes, the team captures the information incorrectly or is unable to match the claims with the reimbursement rules, which results in a delay in reimbursing the claim. RPA reads the receipts using Optical Character Recognition (OCR) – a branch of science that reads the text from paper and translates the images into a form that the computer can understand -, matches the claims with the receipts and validates the claims with the reimbursement rules. If it matches with the rules, the software forwards the claim for automatic payment.
Time and Attendance management
One of the major challenges of HR department is to validate the time and attendance details of the employees due to the large volume of data. RPA helps in validating the time and attendance details of the employee and flagging to the HR department in case of any issues. If the details match, the software processes it ahead of the payroll team.
Compliance and Reporting
HR department finds it difficult to adapt to the labor laws that change frequently. To keep pace with the changing laws, HR department now uses RPA for its processes as it can easily adapt to the changes with modifications in the rules, making it easy for the organization to adhere to the compliance laws. It also helps in saving the time by generating error-free reports by automatically integrating information from different sources.
Challenge for HR Digital Transformation
HR can help business leaders and employees shifting to a digital mind-set, a digital way of managing, organizing and leading change.
HR has the opportunity to revolutionize the entire employee experience by transforming HR processes, systems, and the HR organization via new digital platforms, apps, and ways of delivering HR services.
Main Benefits for Digital HR
Automation frees up time for the HR professional.
Perhaps one of the most obvious benefits of embracing digital HR is the fact that automating easily repeatable, low-value tasks frees up time that an HR professional can use to perform distinct, high-value tasks.
Technology allows HR processes to become more efficient.
Beyond simply freeing up time for other processes, making the switch from manual to automated or tech-supported HR processes also allows the increase of efficiency in many areas.
Embracing technology allows HR to become more data-driven in many of its processes.
HR analytics — also known as people analytics, talent analytics and workforce analytics — refers to the ways in which human resources teams can leverage data in their processes to better meet the department’s strategic goals, whether they’re related to recruitment and hiring, retention, motivation or development.
Digital advances allow the company to adapt to a changing workforce.
It is now easier than ever for companies to connect with prospective employees and to facilitate remote work as necessary. With the use of our tools it is possible to easily measure and evaluate the employees' productivity levels, increase workforce's effectiveness and obtain
extensive reports and detailed employees' activity logs.
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