Why should you automate HR processes?

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Human Resource is an inevitable and integral process of every organization. It is most certainly an asset for a business and is responsible for hunting and attracting talent in the organization along with training, inspiring and retaining them. Beside talent acquisition, there are many other substantial roles that HR undertakes in an organization.

 

However, now the time has passed where HR was thought to be a strictly man driven process. Technology has started invading HR functions. The HR staff is relied on to drive more crucial projects that require creativity, team-work, problem-solving and leadership skills.

 

Understanding HR Process Automation

HR Automation can be understood as the introduction of the technology in HR functions to improve the process productivity. Automating HR processes leads to the elimination of repetitive and dull – manual tasks allowing to focus on intense and complex activities. This enables organizations to cut on operational costs and save time on planning and processing HR functions.

 

The need for HR Processes Automation

Streamlining HR functions is one of the main reasons due to which leaders seek to implement automation in their HR processes. Besides that, HR process automation can also help to carry out services at a swifter pace and help businesses in cutting costs. Some of the other key benefits of the solution are mentioned as follows:

 

  • Enhancing productivity by processing tasks on time.
  • Reducing silo by making end-to-end information available for all stakeholders.
  • Reducing heightened costs related to human resource engagement.
  • Reducing costs associated with processing tasks on paper and documentation.
  • Mitigating all compliance-related risks.
  • On-boarding deserving talent in the organization.
  • Ensuring employee development and sustenance through the performance management system.
  • Freeing HR staff from repetitive tasks so that they have ample time to analyze data which helps in making intelligent process-related decisions.

 

Problems of not automating HR Processes

Not automating your HR functions can lead to various challenges that will only stack up with time. Some of these challenges may be:

 

1. Reduced competency of the HR team

The competency of the HR team will automatically reduce when they will perform tedious and recurring tasks leaving zero room for creativity. They will also have no opportunity to solve grievances leading to dissatisfaction amongst employees.

 

2. Increased number of errors

As a human cannot be driven by the same level of motivation all the time, tasks like calculating payrolls, evaluating time – logs, etc. can lead to errors.

 

Basic HR functions that can be automated

 

1. On-Boarding of New Employees:

One of the easiest processes to automate employees can be smoothly on-boarded with the help of a Human Resource Management Tool. Joining documents can be docketed in the system. The same can be reviewed and approved by HR. Other onboarding related tasks can also be easily taken care of with this module such as the issuance of offer and appointment letters.

 

With the help of a Human Resource Management Tool. Joining documents can be docketed in the system. The same can be reviewed and approved by HR. Other onboarding related tasks can also be easily taken care of with this module such as the issuance of offer and appointment letters.

 

2. Attendance and Payroll Management:

The process of marking attendance, applying, approving or rejecting leaves can be automated with the help of HR Process Automation. Hence, the manual time that HR spends reviewing the employee time – logs generated by the biometric machine and preparing payrolls can be cut down.

 

3. Performance Management System:

Employee performance management can also be automated with the help of such a tool. Day – to – day reports can be updated. Managers can assess monthly performance based on parameters such as Targets, Processes and Behavioral Competency. Employees can be appraised based on these assessments at the end of the year. 

 

4. Employee Exit Management or Offboarding:

Resignation is a lengthy process for the employee as well as the HR. The least that can be done is to make it smooth. By automating the process employees can directly route the resignation application to the concerned authorities. Approvals can be given on the same with just one – click. The intervention of human from the exit interview process can also be eliminated as it can be conducted directly using the software.

 

Technology can be used not to free just HR in your organization but automating several other processes to eliminate redundant tasks. By doing so, you will allow your employees with more room to do creative thinking. This can ultimately lead to favorable impacts on your balance sheet as the decision making and bottom – line improves.