Your company is only as extraordinary as your people. Despite the race to embrace digital, human employees as their most prized resource within a company, human resource leaders work hard to attract, grow, and retain the employees and managers who give the company its competitive edge. But it’s difficult for HR to deliver strategic value when staff members are buried in mundane, repetitive and time-consuming tasks.
To optimize the human resource processes that stretch across multiple locations and languages and that must meet array of regulations, HR has turned to technology. For this department to optimize in a more contained way – without million-dollar business cases, large project teams and six-month waits to go-live – Robotic Process Automation (RPA) offers a viable, practical and pragmatic solution.
While RPA can be applied across nearly every industry or business function, HR is a less considered space that can significantly benefit from this technology. With HR dealing with high volume and repetitive tasks, RPA has the potential to significantly improve HR processes in order to increase efficiency and cost-effectiveness.
By allowing RPA to perform highly repetitive, mundane tasks, HR is able to focus on its strategic, value-added work, such as managing recruitment, coordinating benefits and developing employee training processes. RPA also enables HR to better manage the giant load of administrative tasks connected to the HR department, like automating payroll, benefits administration, compliance reporting, etc.
Imagine a future where your HR team will be using real-time analytics and modelling “bot” capabilities to provide the on-demand insights to address complex inquiries such as “What talent is most exposed to poaching, given the current economic development and the announced growth plans of our competitors?” These scenarios may sound like a scene out of iRobot, but robotic automation technologies are developing at an amazing rate, and HR should be taking notice.
RPA software will also bridge the gap with older HR applications because software robots work in the presentation layer just like humans. RPA technology and the new talent within the company can fix the shortcomings in existing HR processes by boosting the automation capabilities of the older HR system and automating paths that couldn’t otherwise be automated. This could involve, for example, boosting the accuracy of payroll processing or decreasing the human involvement required to on-board a new employee.
So will robots replace HR? Not completely … but the inevitable adoption of RPA should give better efficiency to HR leaders across industries. For the opportunity for HR to learn about these technologies and how they could shape and improve the way work gets done, make sure to join Automate, USA taking place on February 27th – 29th, 2018 in Boston to make sure you are ahead of the wave of digital technological advancement that some are calling the fourth Industrial Revolution.
Content Director: Automate USA