The HR department is usually burdened with a lot of manual processes and repetitive administrative tasks. This makes HR become a perfect workplace environment for RPA application into organization.
RPA adoption in HR department
Following the global trend which is digital transformation, Robotic Process Automation (RPA) is considered as an advanced solution to revamp the HR department. It is reported in a survey by Deloitte that RPA can automate more than 50% of standard HR processes.
In detail, HR usually handles multiple tasks that are repetitive and should be automated. As an illustration, processes such as onboarding an employee, leaving management, termination, retirement…, could all be dealt with automation solutions. Nowadays, besides managing administrative data, HR staff are also responsible for finding talents and retaining the relationship. This leads to the fact that many organizations invest in the HR department to win talents working in their business. Therefore, creating a more human workplace is the priority for developing HR.
The common benefits that RPA provides are cost and time saving, higher productivity and efficiency for businesses. This comes from the fact that these virtual assistants automate all manual repetitive tasks in a precise way. By automating data processing procedures and minimizing the amount of time that HR involves in, RPA allows this department to create a personalized digital experience for employees and focus on their priority task.
Additionally, overburdened tasks can prevent HR from accomplishing what adds value to the organisation. While robots take care of the tedious tasks, HR employees can focus more on crucial work contributing to competitive advantage creation for the company.
What HR tasks can be automated with RPA?
Being the need in digital transformation inside a modern business, RPA optimizes a few of HR tasks as below.
Sourcing and candidate shortlisting
Automating applicant sourcing and tracking through RPA in HR could be a huge advantage for the companies. Because there are multiple portals and systems in play, and sourcing the candidates just through the combination of keywords is a huge task for any person. Moreover, the bots can be faster and more accurate, hence avoiding the unnecessary time in fixing errors.
In fact, HR can concentrate on the new employee while the bots take care of the administration process. This is the reason why tracking employees with RPA is never easier.
Payroll and benefits
Payroll management is a tedious task, especially for a big organization, and if the company pays on a weekly basis, the situation could be troublesome. The results of introducing RPA in HR use cases reveal that it could automate nearly the whole process, thus reducing a lot of effort, time, and errors.
Expense and travel management
Most of the manual travel and expense processes have failures such as missing receipts, out-of-policy-spends, late expense submissions, error-prone spreadsheets and a poor visibility into the reason for the spend. This results in compliance issues, late payments and a lack of satisfaction for all parties being involved in the process. RPA can be implemented to compare individual expenses against predefined rules and regulations from different systems inside and outside the organization.
Some employees can get sloppy when it comes to recording absences, vacations or in general the usage of the existing absence management system. Manually reviewing employee time records for accuracy and overtime regulations on a daily basis is not an ideal option on a larger scale.
RPA can be implemented to validate records by cross-checking data (e.g. absentee reports against time logged in the corporate network) and giving alerts when info is missing or inconsistent or reallocation of resources is recommended so that disruptions are avoided and the workforce is managed efficiently.
Data management and HR analytics
Data is never easy for management and storage, especially when doing this manually. This leads to the fact that automation in data management liberates HR employees from wasting time in being in charge. This will ensure that the data is read, copied, and synced comparatively faster, and there are no mistakes at all. Moreover, complete and accurate data means better compliance.
Obviously, when the whole company goes digital, the HR department needs to take a step to ensure being a part of an efficient digital organization. After digitalization, the virtual assistant definitely provides high performance to the HR department.
How To Use RPA in HR [w/ real-world example]
8 Real World Use Cases for RPA in HR
Human Capital and Robotic Process Automation (RPA)
Benefits from Automating Common HR Processes through RPA
akaBot (FPT Software) is the operation optimization solution for enterprises based on RPA (Robotic Process Automation) platform combined with Process Mining, OCR, Intelligent Document Processing, Machine Learning, Conversational AI, etc. Serving clients in 20+ countries, across 08 domains such as Banking & Finances, Retails, IT Services, Manufacturing, Logistics…, akaBot is featured by Gartner Peer Insights, G2, and ranked as Top 6 Global RPA Platform by Software Reviews. akaBot also won the prestigious Stevie Award, The Asian Banker Award 2021, etc.
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