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31 Jan 2023

Robotic Process Automation for HR

The human resources (HR) process is often deals with one of the most time-consuming and volume heavy part of an organization's operations. As organizations tend to grow exponentially after their initial start-up period, keeping pace with their growth becomes increasingly difficult for HR teams.

While RPA is widely used in HR, it does not replace human resources teams. As RPA does more and more manual labour, it leaves room for HR teams to pursue and work on high-value projects that can elevate the business to the next level.

The lack of clarity surrounding RPA can be a significant challenge to its adoption, as 40%-50% of companies that have implemented RPA have found that it was difficult to understand how it could be used to improve business processes.

However, once someone begins to use RPA, the results speak for themselves. 78% of organizations that have deployed RPA are projected to boost their investment in RPA significantly over the next three years.

What motivates businesses to automate HR processes?

HR department face a number of challenges, including the potential for error that arises from the number of human inputs involved in their work. This can harm the quality of transactions and processes, as well as the accuracy of decision-making.

Although the drive to automate HR processes has been apparent for some time, it does not stop there. As companies tend to grow over time and more digital records are being managed, reported, and analysed every day, managing so many records according to the specific requirements becomes a resource hog.

This, as a result, greatly limits the performance of human resources departments. Most HR departments depend on numerous document-driven processes that are time-consuming and repetitive. The rate of completion of tasks decreases as the number of repetitive tasks increases.

Companies face a variety of challenges when trying to efficiently manage their workforces. The most common challenge is repetitive and monotonous tasks, which can lead to errors. Errors in payroll calculations, checking leave records, and timesheet verification can be detrimental to the business. However, automation technology can execute all of these quickly and accurately without sacrificing efficiency.

When it comes to new candidates, the experience can become even more difficult if HR is overwhelmed by record keeping. If this happens, new employees may not have the opportunity to get the training and support they need.

Companies are now opting for RPA in HR as a solution to streamline every process. Automation has helped companies simplify employee on-boarding, maintain timesheets and leave requests, and perform performance management. This gives HR specialists more time to concentrate on initiatives that will advance the business.

How RPA can benefit the HR department?

The HR department is responsible for providing a supportive workplace environment for employees, as well as managing the company's human resources data. With the rise of digital technologies and the growing volume of digital records that companies must manage, human resources departments are being put to the test on a daily basis.

With the high volume of records being processed, human resource professionals can be slowed down or make errors. Using RPA, we can now automate these processes and increase efficiency.

RPA (Robotic Process Automation) in human resources is the integration of software bots that can take one recurring instruction-based task and do it with high volume without any errors.

RPA (Robotic Process Automation) has the potential to revolutionize the modern-day human resources industry. From offering better efficiency to a more significant return on investment, RPA is becoming the go-to for both small-scale and large companies.

  • Productivity

    The primary benefit of using RPA in HR is its significant productivity improvement. Previously tedious tasks can now be performed by automated technology, freeing up employees to focus on more critical tasks.

    The use of RPA technology allows employees to perform more high-value decision-related tasks and contribute to the company's growth. This increases productivity significantly.

  • Consistency

    Making sure the workforce is consistent is another challenge in modern-day companies. Without consistency, annual projections can be inaccurate.

    A repetitive, monotonous work process can cause HR professionals to lose interest in their work. This can lead to inconsistent outcomes over a long period of time.

    On the other hand, RPA will streamline the work process and take care of all repetitive tasks. This enables HR employees to provide consistent levels of work each day. Moreover, as the Process will be done by bots, there will be little to no error in output. This removes any variations in performance through this operation, offering a consistent result through it.

  • Scalability

    RPA is a flexible implementation process that can be adapted to meet the changing needs of an organization. It follows a pre-programmed procedure that saves time, energy and resources.

    Further, the RPA can be scaled up or down to meet demand. And since there is no need to keep the system down while scaling, downtime is eliminated from the equation. This makes scaling easier than ever.

  • Accuracy

    There is no service that can rival RPA's level of accuracy. RPA's pre-coded technology ensures that every task an RPA bot performs will be completed accurately.

    In the event that inconsistent data is input, it is important to understand that the problem lies with your input, not the process itself. This can be prevented by programming automation bots to reject inconsistent data.

    The level of accuracy realized by RPA allows employees to focus on high-value tasks, leaving repetitive tasks to RPA without any worry.

  • Reliability

    Working with RPA will eliminate the need for human intervention in repetitive tasks. This will allow automation bots to work without taking leave of absence, getting tired or experiencing downtime. In addition, they provide high levels of accuracy and reliability when processing new data. This enables HR and Payroll professionals to work without worry while they process payroll information.

RPA Use Cases - How Can You Use RPA?

RPA for human resource has many uses, including streamlining the work process and reducing administrative costs. It can enable HR teams to take on and manage a large volume of administrative processes without having to hire new employees. Some common and practical use cases for RPA in HR include-

  • Screening & Shortlisting Candidates

    The human resource department needs to filter a large number of applications before posting a new job. Sorting through the CVs and adjusting the data takes up a large amount of time for them.

    By using RPA technology, we can easily process resumes and perform various data verification tasks in a few clicks. We can also shortlist candidates based on our preferred metrics and find the best talents without having to spend hours on tedious manual labour.

    This saves the company time and energy. It also reduces the effort required to hire someone, thus ensuring a successful hire.

  • On-Boarding

    Recruitment process automation can help streamline the on-boarding process and save time for both sides. Automated resume screening and shortlisting candidates can be handled by bots, who will then handle the rest of the on-boarding process. From delivering a digital offer letter to sending a guideline for orientation, HR automation can do it all.

  • Data Management

    Another big part of HR automation is employee data management. In most companies globally, the HR team is usually responsible for handling all forms of employee data, including compliance and hiring.

    Manually handling and storing employee data takes up a significant amount of time. In order to save time, companies are turning to RPA technology. This allows users to automate all of the data management processes and free up HR professionals to do other high-value tasks. Moreover, a company that uses RPA technology can avoid errors when reading, synching or copying data. This low error rate also helps reduce troubleshooting time spent on data.

  • Payroll Processing

    Payroll processing is a repetitive task that is important to businesses of all sizes, regardless of their industry. Though it involves only a few data entry tasks, they are prone to human error and can take a long time to complete. RPA technology streamlines this process, allowing employees to get paid in time and increasing job satisfaction levels among workers.

  • Cost Management

    The HR department is challenged by the lack of visibility into expense data, missing receipts, and delayed spending. A human resources employee can save time and effort when using a RPA solution to automate the claim process and approval.

  • Compliance Management

    It can be difficult for HR department to adapt to changes in labour law. But now, they can use robotic process automation (RPA) to create reports that are compliant with safety, health, and welfare regulations quickly and easily.

  • Off-Boarding- Exit Management

    Responsibility for handling all the exit procedures falls under the purview of human resources. They must make sure that the exit procedure for present employees is carried out smoothly and in an excellent manner.

    Companies use automation to streamline manual processes, including payroll and access control. This creates a positive office culture, good word of mouth for the company, and more time for the business owner to focus on strategic initiatives.

  • Induction and Training

    When a company hires new people or welcomes a brand new project, it is important to ensure that employees are properly trained. In the past, HR department had to go through an employee's files to make sure they were qualified for the position.

    RPA can now check what certification or expertise is needed for the completion of a project, automate the process of reviewing who is eligible for the project at hand, and train those who need it.

  • Performance Management

    The human resources team must gather a variety of data in order to generate reports on employee performance. The time it takes to develop these reports is dependent on the length of time it takes for employees to return their performance surveys.

    With RPA, bots can now take care of all the data capturing and report creation. To ensure a consistent evaluation technique, the software can also be set to carry out this function at predetermined intervals.

Final Thoughts

Robots will help businesses streamline their business processes, differentiate between those who require their unstipulated time, and reduce expenses. They can also help HR focus on tasks like handling grievances of the employees.

Contact us to automate your HR processes end-to-end and Switch your focus from managing human resources to improving employee experience.