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RPA in Human Resources

Organizations can streamline transactional HR work by introducing Robotic Process Automation (RPA)  in HR, allowing the HR team to focus on more strategic and valuable initiatives.

RPA (Robotic Process Automation) is a relatively new technology that has fundamentally changed how we think about routine and repetitive work. RPA was validated as a realistic and proven solution in a recent Deloitte poll. Over 74 percent of respondents wanted to investigate the technology in the next years and about 22 percent having previously experimented or completely adopted RPA.

Automating administrative and operational chores in human resources frees up a significant amount of time and resources that may be better spent on more productive and strategic activities, such as giving face-to-face time to employees or resolving difficulties.

According to a Buyer Report on Human Resources Software, firms who rely on manual HR are looking for new tools to strengthen their company (44%), as well as automation (22 percent ).

RPA is a great technique to increase HR data management skills. RPA refers to software bots that automate rule-based, high-transactional HR procedures with little or no human participation.

Onboarding new hires, processing payroll, benefits enrollment, and compliance reporting are just a few examples of tasks that demand a lot of manual and repetitive labor and which can be easily automated using RPA Bots. Aside from increasing accuracy and speed of data processing, RPA can help reduce overall HR expenses.

RPA in Human Resource

Benefits of RPA in Human Resources

The following are some of the advantages of using RPA to automate common HR processes:

  • Less complicated payroll
  • Faster onboarding of new employees
  • Increased prospects for job advancement and learning
  • Talent acquisition that is more efficient
  • Better working environment for employees
  • Performance management
  • Connecting apps and HR-related platforms that are incompatible.

Use cases for Robotic Process Automation (RPA) in HR

1. Candidate shortlisting and resume screening : You no longer need to ask your staff to spend a significant amount of time sifting through a large number of resumes and application forms for open positions. Software robots can quickly gather all of the files and compare them to the job requirements list.

These specifications can be thought of as pre-determined guidelines for the selection process. The best candidates will be notified and invited for interviews, while those who do not meet the criteria may be rejected. All of these tasks can be done by bots instead of humans.

2. Onboarding : This is one of the most crucial stages for new employees, as they learn about their new function, the corporate culture, and how to accomplish their daily activities. At the same time, onboarding is one of the most difficult procedures due to the amount of new information that the organisation must provide: from creating new accounts to providing access rights and passwords for various systems.

The entire procedure can be streamlined using RPA: a specific template for the onboarding workflow can be engaged automatically by the user, and software robots can be used to provide new credentials to the new employee, among other things.

3. Orienting new employees: When a new team member joins, data from many systems must be combined to generate a new user account, email address, and access rights for apps, IT equipment, and so on. Data integration capability is required to identify agreement between an employee’s profile and preferences and standard company practices.

The user account can automatically activate a specific template for the onboarding workflow with robotic process automation, speeding the entire process. The bots can then make rule-based judgments about which credentials to assign, which onboarding documents to provide, and so on.

4. Management of travel and expenses: Late expense submissions, missing receipts, unclear expenditure explanations, and other issues resulting from manual processing can negatively impact compliance and employee satisfaction. Individual spending can be checked against corporate regulations and external expenditure criteria using software robots, making the process more efficient.

5. Attendance Tracking : RPA in Human Resources is used to track employee attendance in order to process their salaries. These bots compare self-reports or timesheets against time recorded in the company’s system and alert HR if there are any discrepancies.

6. Payroll administration : Payroll is a prime illustration of a company’s business function replete with repetitive, monotonous chores. It usually entails a high amount of data entering with little discretion and a lot of manual tasks, which increases the chance of error. Bots eliminate this risk while also drastically reducing wait times. The degree of job satisfaction of employees will increase as a result of avoiding late payments.

7. Induction and Training of Employees : RPA technology may allow your company and HR department entirely automate the induction process, which means that new hires will have a digital profile as soon as they apply for a job and accept it.

The RPA software may use this digital profile to automate the onboarding of new workers and verify that they are up to date on all company procedures, compliance standards, and other legislation.

CONCLUSION

The scope of robots in HR is continuously expanding, and it is no longer limited to specific aspects of a business. RPA in human resources can increase accuracy, significant labor savings, and faster processing times, resulting in happier employees and customers. RPA provides the necessary new solutions for the HR process, transforming the way it operates. With several businesses already embracing automation, it’ll only be a matter of time before most companies recognize the value of RPA technology in lowering costs, increasing productivity by freeing humans from repetitive and monotonous tasks, and improving the overall quality of the HR process.

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