With the ever-growing popularity of automation in various industries, it’s no surprise that businesses are looking to apply this technology in new ways. One such area is human resources, where robots can be used to help with a variety of tasks. Here’s a look at how RPA can benefit your business in the HR department.
In a recent study by EY and Watson, it was found that human resources professionals are the most highly paid employees in the United States. As such, there’s an enormous demand for those in this field with relevant skills. However, some of these jobs don’t require traditional skills, making them less attractive to younger workers.
t’s likely that this has something to do with the fact that new technologies are making it feasible to perform many HR tasks without needing a degree in this field. This can be incredibly beneficial to businesses by allowing them to hire staff at a lower cost while still being able to offer higher salaries than they would otherwise be able to.
What is RPA?
Robotics Process Automation (RPA) stands for “Robots That Perform Administrative Tasks”. This type of automation is growing in popularity, and businesses are learning to leverage its benefits in various industries. Typically associated with healthcare, manufacturing and insurance, RPA software can automate a variety of administrative tasks for your company.
Used in conjunction with a robot, RPA can provide greatly improved efficiency for your company. When you’re able to outsource some of your administrative tasks to technology, you’re able to free up employees to do more high-value work.
To get started with RPA, it’s important that you understand the workload that your business processes involve. There is no one-size-fits-all solution. Instead, you’ll want to assess the work that your biggest tasks consist of by looking at how these tasks are affected when they’re performed by a human versus one performed by a robot. Through this analysis, you’ll be better able to find the areas where automation can give businesses an advantage over traditional methods.
What Types of Tasks Can RPA Perform?
There are a number of ways that RPA can be used in HR. It can carry out various HR-related tasks, including:
- Create Human Resource files, such as job descriptions and pay structure information. Store this information in a database. Update records as needed.
- Create department structures for human resources within an organization. Like with job descriptions, these structures can be stored in a database.
- HR management
- HR reporting
- Data collection and input into HR systems like ADP, Oracle
- Where Does RPA Help Businesses?
Reducing Physical Workload Your employees often do an incredible amount of work for your company every day. Accounting and human resources (HR) departments are no exception to this rule. Office workers have the ability to process huge amounts of information every day, from entering payroll data to updating HR records to directly accessing online job postings. With RPA, this work can be automated.
Matching Jobs to Workers RPA can help employers by matching the right workers to the right jobs. Instead of filling up job listings with candidates that have little experience with the company, employers have the ability to make a job description specific to what they need. With this automation, it will take less time and effort for HR to find people that are ready for the position.
Automating HR Compliance With RPA, if an employer gets a complaint from a prospective employee, it won’t be necessary for HR to field that complaint. RPA software can handle all of the paperwork that may come with the complaint. This can save money and time for any HR department, which can then be applied to other important administrative tasks.
Matching Jobs and Workers When performing RPA work in your HR department, you’re more likely to find candidates who are a good fit for a specific position. Employers benefit from this automation because they don’t have to do as much manual labour when trying to fill positions.
What Does RPA Mean for Human Resources (HR) Department?
RPA can be incredibly beneficial to any HR department that is looking for ways to reduce its administrative workload. This automation can be a huge benefit to HR professionals because they’ll no longer have to spend hours on the phone or in-person dealing with payroll, benefits and other administrative tasks.
With RPA, an HR department will be able to focus all of its efforts on the process of matching candidates with open positions and making sure that the right candidates are being hired. RPA software will increase efficiency, which will allow businesses to better manage and improve the workforce management process.
Benefits of RPA in HR and Payroll
According to the results of the 2019-2020 Sierra-Cedar HR Systems Survey, the use of RPA tools in HR functions increased by 50 per cent over the prior year’s study. Filling Positions With RPA, HR professionals will have an easier time filling positions. For example, it may be a challenge to find the right candidate that fills an open HR position. By automating this process, employers will be able to save time and money while still finding the best candidates for their company.
Improving HR Reporting With RPA, employers will be able to provide better suggestions and guidance to help employees reach their career goals while staying within the company’s budget. This automation can help HR departments to better manage and improve workplace performance.
Boost Your HR Department
As HR professionals learn to use RPA, they’re going to see a boost in the number of open positions filled and candidate interviews conducted. Automating key aspects of the hiring process will help businesses find candidates that are right for their jobs, while also saving HR departments time and money.
Let experts handle tasks with RPA software that are often difficult or challenging for humans to perform. You’ll be able to work more efficiently, giving your company a jump start on your competition. Imagine what you could do with your extra time. RPA is changing the workplace by streamlining administrative tasks.
Considerations Before Implementing RPA for HR Processes
Before implementing RPA for HR processes, be sure to consider these key factors:
HR Policies and Processes
RPA software needs to work within your company’s existing HR policies and processes. Otherwise, you’ll have nothing but failed automation attempts. You need to adhere to all of your existing human resources policies so that you don’t break any labour laws or get into legal trouble because of robot malfunctions.
It may be difficult for employees to adjust when robots begin performing tasks in the workplace. Make sure that employees understand the benefits and limitations of using RPA software. Be sure to inform them of the risks, such as the risk of robot malfunctions and high employee turnover.
RPA can be a great way to fill open positions. Make sure to evaluate each position that you’d like to automate before automating it. You’ll want to ensure that the position is specific enough so that it’s easy to fill and matches what your company needs.
Using RPA Software For HR
When choosing an RPA software package, be sure to consider these important considerations:
The most common tasks performed by HR professionals are entering payroll information, updating job descriptions and procedures, filling positions and conducting employee interviews. RPA software can automate all of these tasks, saving you time and money.
Batch Processing Size
The batch processing size refers to a data file that has been broken up into smaller pieces, each being processed one at a time. Batch processing is helpful because it allows for automation without having to wait for the entire process to finish before starting it up again.
Number of Users
With RPA software, there are two types of users: administrators and robotic workers. Administrators are people that set up and monitor the robots. Robotic workers are actually self-operating machines designed to complete tasks in an efficient manner.
Use Cases – RPA in Human Resources
According to PwC’s 2020 HR technology survey, 45% of HR leaders plan to invest in hyper-automation or Robotic Process Automation (RPA) technology ahead of the 12-24 months. With RPA, HR professionals will find that they no longer have to spend hours filling positions, updating job descriptions and conducting interviews with candidates. RPA software offers an array of possibilities for automation in HR. Below are a few examples of how the technology can be utilized:
Managing Employee Attendance
You can automate employee attendance monitoring by adding attendance tracking to your existing human resources process. This way, you’ll never have to deal with another late or absent employee again. You can set up a predetermined time period for robots to go through each employee’s file and check their attendance record.
You can automate key HR processes that are often difficult or challenging for humans to perform. These automated processes will allow you to save time and money. RPA software can make it easier to deal with employee management.
RPA software can be a huge help when it comes to automating aspects of the onboarding process. This automation will allow employees to become familiar with their new jobs quickly so that they can get started sooner. RPA software allows for quick and easy data transfer, which is especially helpful for employees that are moving from one location to another or in situations where HR departments change frequently.
With RPA, your payroll processing team can focus on more important tasks, such as tracking payroll expenses and reducing payroll taxes (e.g., FICA taxes). This automation will help your payroll processing team to reduce the number of overtime hours worked, which will save your business money.
RPA can be used to monitor employee performance and keep track of the productivity of each employee. This will allow you to easily track what your employees are doing at all times so that you can ensure they’re meeting their goals. The ability to track employee performance in real-time is especially helpful for businesses with fluctuating workloads.
With RPA, employers can create surveys based on specific employee questions and then have robots fill out and submit these surveys for them. This automation will save your HR employees a lot of time, while also allowing your business to obtain the information that it needs to make important decisions.
RPA in Recruiting
Companies can use RPA software to speed up the recruiting and hiring process. This automation will allow companies to hire new employees in a timely manner, without having to worry about long wait times, long interviews or complicated paperwork.
RPA and Training
Robotic process automation (RPA) can be a huge help when it comes to automating HR processes. This automation will allow employees to become familiar with their new jobs quickly so that they can get started sooner. With automated HR processes, employees will no longer have to wait weeks for training.
How RPA Can Streamline HR Processes
With RPA, companies can automate HR processes that are tedious, time-consuming, and labour-intensive. This automation will allow workers to spend more time focusing on their work and less time dealing with the tasks that they don’t want to do.
Risk of Employee Turnover
If your business automates any human resources (HR) processes, you’re going to have to make sure that your employees are willing. However, with RPA software, you can be assured that there will be no negative effects of this automation on employee turnover rates. As a result of the automation, employees who perform the operational tasks will have more freedom in deciding what they would like to do out of work.
How RPA Can Help With Onboarding
With RPA, you and your employees can focus more on the task at hand by allowing your employees to get familiar with their new jobs quickly. This automation will allow you to save time and money, as well as increase employee retention.
The Benefits of RPA
Robotic process automation (RPA) is a form of business process automation. It has several benefits over other forms of process automation, including the elimination of tasks that are tedious and repetitive. In addition, RPA can help decrease labour costs by replacing a human worker with a machine.
The biggest benefit to business process automation is the speed at which it can be implemented. Because RPA automates tasks that do not require human interaction, there is no disruption to daily operations. This automation will often allow businesses to spend less on salary and benefits or no salary at all for their employees because they will not have to hire anyone.
RPA also reduces the risk of job loss by allowing companies to eliminate tasks that duplicate the work of other employees. From a cost-saving point of view, RPA can be implemented without incurring the costs of hiring and training new employees.
From an efficiency standpoint, RPA eliminates repetitive tasks that can be completed with little or no human interaction. For example, below are several HR processes that can be automated with RPA:
How to Implement RPA
With the flexibility of software packages and the wide variety of workflows that RPA can perform, there’s really no limit to how HR professionals can use the technology. However, it’s important to keep in mind that not all implementations will be efficient or cost-effective because each business needs to have a different type of workflow.
How RPA Can Improve Employee Satisfaction
RPA is often used to automate tasks that are repetitive and time-consuming. This automation can help save time and money, while also allowing you to focus more on tasks that require human interaction.
For example, imagine you have a team of recruiters whose main task is making phone calls. These recruiters are responsible for talking to potential clients and then following up with them by email and phone. However, with RPA, there is no need for recruiters to talk on the phone. This automation will allow them to focus more of their time on updating resumes, which is a task that requires human interaction.
How RPA Helps with Employment Branding
RPA is a great way for HR professionals to differentiate themselves from the competition in times of high turnover rates or in a competitive job market. Automated processes are attractive to job seekers because it indicates there will be a greater level of efficiency once hired. The ability for an employer to take over tedious and repetitive jobs helps the employee focus on other aspects of the job, so it shows that you’re interested in their growth and career development.
HR Operations and RPA
The human resources (HR) operations team is responsible for managing employee data and implementing robotic process automation (RPA) to help with travel and expense management. The team also works closely with the HR department to ensure that all employee data is up-to-date and accurate. By automating some of the HR processes, the team is able to free up time so that they can focus on more important tasks.
HR teams across the globe are looking to RPA technology to help streamline human resources operations. RPA can automate user account creation and maintenance, leaving HR teams free to focus on more strategic tasks. Implementing RPA can be a challenge, but there are many resources available to help.
In order to streamline employee data management, many companies are turning to rpa implementation. This can automate data entry tasks, such as creating new user accounts and free up HR staff to focus on other tasks.
Future of RPA in Human Resources
RPA is a technology ideal for industries that have a high reliance on operational tasks. This automation can help with the efficient and accurate completion of these tasks, which saves companies time and money.
The future of RPA looks promising because it opens new possibilities in the automation of repetitive HR tasks. The rise of intelligent workflows in RPA software has opened up several new options for employers to find cost-effective human resources solutions.
If you want your business to adopt RPA to automate some HR processes, you’ll need to look at your specific needs before making an investment in this technology. No business has to spend money on hiring, training and managing RPA software unless they choose to do so.