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5 Ways RPA is Building a Better HR Department

Posted by Francine Haliva on Jun 1, 2016 9:00:00 AM

A company is only as good as its employees.  The arrival of software robots hasn't changed this.  It is people that carry out the important work activities that enable companies to offer a unique set of goods or services to their customers. HR managers have the important job of supporting and organizing people so that they can effectively perform these activities, but given the staggering amount of data gathering, checking, updating, validating, form filling, and request processing that HR manages; many departments find it difficult to focus on anything other than administrative tasks.

High performing HR departments are turning to technology to solve these issues. By allowing robotic process automation (RPA) to perform highly repetitive, mundane tasks, HR is able to focus on its strategic, value-added work such as managing recruiting and hiring employees, coordinating employee benefits and suggesting employee training and development strategies. RPA also enables HR to better manage the horde of administrative tasks connected to the HR department, like automating payroll, benefits administration, compliance reporting, etc.

Let's take a closer look at five ways RPA can help your organization build a better, more productive HR department:

1. A better way to run payroll tasks

Most payroll processes are highly repeatable and rule-based which makes it a classic use case for RPA.  Even in the best structured departments, HR staff invests a fair share of time administering employee payroll related records.  Most of that work is getting information from one system to the next, making updates, changes, and administering it to work as smoothly as possible.  Unfortunately these tasks are very low on the satisfaction list for HR staff due to the time and manual effort it takes to get all the data they need. As a result, payroll presents the greatest opportunity for improving the consistency and quality of service delivery, while driving down the total cost.

Also read: Is Your Claims Processing Helping You Save Money and Retain Customers?

2. A better way to manage talent

Contrary to popular belief, robots are not replacing humans and HR managers have the responsibility of keeping an eye on employee productivity levels and workforce costs. Hiring for seasonal shifts or having a workforce on stand-by waiting for a big project is costly and disruptive to the normal line of business. With RPA, you can eliminate seasonal hiring and reduce costs associated with cyclical peaks. Software robots can shift seamlessly between tasks depending on where the demand is coming from.  

The Leo platform supports both virtual and human workforces alike and can be leveraged for robotic process automation as well as end-user performance support.  Performance support helps your human workforce navigate business applications and accomplish any task, quickly and error free by using in-application guidance and task automation.  This dramatically cuts time to proficiency for any new hire or for a user operating new applications, reduces errors and increases productivity – paving the way to a profitable bottom line.

Also read: A Business Leader's Guide to Building the Case for Robotic Process Automation

3. A better way to manage data

Just think of all the data that human resource management (HRM) professionals must manage regarding: current employees, past employees, applicants, new hires, compliance and regulatory requirements, payroll and benefits. This amount of HR data can be difficult to track within even small to medium-sized organizations, let alone large companies with multiple offices, languages, laws, and locations.  Enterprise HR solutions can help with these issues, but there are many tasks that require manual entry, updating, and maintenance across multiple, disparate database management systems. With RPA, HRM is relieved of the burdensome, repetitive tasks, and are able to get back to more pressing issues.

Also read: Your Next Automation Project Can Be As Easy As 1-2-3

4. A better way to ensure compliance and reduce liability risk

Constant changes in government regulations have a big impact on HR processes and activities, such as benefits administration and compliance reporting. This problem intensifies many times over if the company operates in different states and countries, each with its own sets of laws and regulations.  Using RPA, you ensure that the process is executed in accordance with policy.  The result is not only adherence to compliance requirement, but also faster execution of processes and elimination of human error.

5. A better way to incorporate mergers and acquisitions

For years, HR departments have struggled with challenges from mergers and acquisitions that continue to use their own enterprise applications and cause excessive costs and risks from maintaining the disparate systems, processes, and procedures across the entire company. Coming to the rescue, RPA offers end-to-end automation that works with all applications and systems effortlessly, without creating disruption and requires no coding.  It can be rapidly deployed without the delay and expense associated with older automation technology – offering companies the possibility of saving large amounts of money very quickly.

 

Watch our short video to learn more about how robotic process automation can benefit your HR division or HR Shared Services organization: 

 

Kryon Systems is committed to assisting organizations realize their key performance indicators (KPI) by providing performance improvement solutions which support both the end-user and IT automation efforts alike.  To this end, we offer a comprehensive solution to the business user in the form of Leo Performance Support as well as a cost-effective answer to efficient process execution with Leo Robotic Process Automation (RPA).

Topics: Robotic Process Automation, RPA, Shared Services, Human Resources, HR


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