When organizations look to decrease the cost of doing business, they usually begin by “best shoring” their current operating processes either directly or through a consultant. This means organizing staff and processes in the most economically and geographically favorable ways. Then, as a second step, organizations apply business process optimization to enhance efficiency. So, what happens when a situation arises where this is insufficient?
What do you do when efficiency-improvement and offshoring actions do not produce the savings in time and labor you require? Enter intelligent automation and digital labor. Another term for digital machine labor replacing manual effort is Robotic Process Automation (RPA). RPA is revolutionizing various sectors and HR is one of them.
HR is utilizing bots to cross check internal data with external data, carry out tasks pertaining to spreadsheets and reports, and much more. This saves a considerable amount of time that can be utilized for various other nuanced strategic issues, including employee training and personal interviewing. In this article, I will discuss various applications of RPA in the world of HR.
What is RPA?
RPA is defined as a solution in which a robot, or more simply a bot, can accomplish repetitive and standard tasks that are carried out by humans. It is not a physical machine but functions as a virtual worker in supporting certain processes.
RPA Applications in HR
As HR processes are usually repetitive and high in volume, RPA has the capability to significantly enhance HR processes to increase cost-effectiveness and efficiency. The entire HR process can be performed end-to-end by software robots with minimal human intervention, typically to handle exceptions. RPA automates HR processes that are repetitive, rule-based, prone to error, seasonal, and time critical. Now, let’s dig deeper into how RPA will affect various HR departments.
Mergers and Acquisitions – Mergers and Acquisitions can be a big headache for HR personnel as integrating the platforms of the organizations involved is very difficult, especially if they are incompatible. Also, maintaining different applications can be a time-consuming and costly affair. RPA can bridge different systems via its interactions in the presentation layer without the need to restructure the existing set-up.
Data Management – HR departments are inundated with data on past and current employees, interns, and contractors, often across various company branches and office locations. Most of this data is also in constant flux. For instance, new phone numbers and addresses needs to be recorded each time an employee moves from one location to another. RPA can solve this problem by updating the data without the need for any human intervention.
It is not that RPA can completely replace HR software suites but it offers numerous automation functionalities for HR process that are executed with traditional HR systems. This means processes can be executed more quickly and accurately, and with minimal human intervention.
Personalization and Employee Relations – Depending on individual characteristics, learning and training opportunities can be customized.
Monitoring Time and Absences – Systems can closely monitor and report tardiness and attendance issues. Resources can be re-allocated depending on availability, avoiding disruption to processes and more effectively handling the workforce.
HR Compliance Management – Constant examination of all HR undertakings can be carried out to make sure the process functions smoothly without the need for any human interference.
Resume Screening – The short-listing of suitable candidates is accomplished without manual effort.
Analysis of Social Media and Survey Feedback – Company surveys and reviews can be analyzed accurately via a variety of sources.
Payroll Automation – Reimbursements, rewards, benefits administration, and pay-cheques can all be tracked automatically and produced by robots.
Advanced Analytics in HR – Predictive and prescriptive analysis can be leveraged.
Performance Reviews – Performance reviews can be given based on accurate metrics without the need for managers to physically monitor productivity.
Recruitment and Onboarding – Robots possess the capability to perform workflows in hiring and to make decisions depending on the outcome. They also streamline the information across different corporate systems for preparation on the first day.
Applicant Sourcing – Processing candidate notifications for feedback, call for interviews, and rejection.
Our everyday lives are being infiltrated by robots and there is no stopping them. The question is how will we adapt to them. As far as HR practitioners are concerned, they must scrutinize how this transformation is affecting their respective HR departments and respond accordingly. This involves reskilling and training their employees in the right way and preparing them for this huge shift. HR personnel must also update their technical expertise and begin constructive conversations with professionals working on this fascinating new technology.
Savaram Ravindra was born and raised in Hyderabad, popularly known as the ‘City of Pearls’. He is presently working as a Content Contributor at Tekslate.com. As part of his work, he writes articles on various innovations in IT, especially on Blockchain and BluePrism. He can be contacted at firstname.lastname@example.org. Connect with him also on LinkedIn and Twitter.