Organisational structures, roles and traditional work processes are being reviewed and new HR technologies can assist in improving the performance and efficiency of work processes, allowing more attention to be given to strategic objectives. In addition to the many administrative tasks in human resource management, HR professionals have an important strategic role in organisations. So to keep ahead of competitors, competent and communicative HR professionals are essential for attracting and retaining the right talent and to facilitate performance.
In practice, however, HR professionals still spend a considerable amount of time on manual and administrative tasks. This often detracts from their time and focus on these strategic objectives. Automation of HR work processes and administrative tasks can turn the tide and ensure more efficiency, fewer errors (in implementing and complying with laws and regulations) and improved human resource management. And that's a valuable outcome! In addition, automation in HR fits the trend and necessity of 'doing more with less' finance or other resources.
Over the past few years, many organisations have already been digitising standard HR processes and starting to link systems together. The coming years will see a new phase. This will involve digitising to the point of actual automation of internal HR processes. However, what exactly is HR Automation? What does it look like in practice and where do you start? If these are questions you’re struggling with, these pages are just right for you since it will help you find the right approach and resources to implement HR process automation into your organisation.
We also have an actionable whitepaper on the subject, be sure to grab it here before you read on:
HR Automation is the automation process that uses intelligent tools and workflows to facilitate and perform (or partially perform) HR tasks. By automating various routine tasks, considerable time can be gained to focus on more important tasks and strategic objectives.
For many organisations, employees determine the success of the organisation. Whether it is about higher efficiency, more quality and safety or more flexibility, it is the employees who implement changes with their knowledge, skills and energy. For that reason, a clear human resource strategy and framework, which results from the organisational objectives and gives direction to HR policy and instruments, is crucial.
HR leaders spend 3-4 hours per day on administrative tasks. These manual process management techniques create inefficiencies and productivity drops in HR departments.
(West Monroe, 2018)
HR professionals state that company results lag behind due to inadequate HR Automation.
HR professionals feel that finishing everything is their biggest work challenge (because of time constraints).
(2015 HR marketing survey)
HR professionals regard personnel and payroll administration as the most important task in implementing automation.
(HR Praktijk/UNIT4, 2014)
So we’ve talked a lot about the use and importance of automation, next to that we also went over a few practical examples. This might be a little hard to wrap your head around so we’re going to zoom in on a specific scenario to really show you what’s possible.
Before a decision is made on automating HR processes through HR software, it is important to consider how satisfied the organisation is with the current human resources management.
The future of HR will see change on many fronts. But a key factor across the board will be technology, which is both disrupting the status quo and opening up new possibilities for HR and businesses in general.
The changing economy and the world of HR, talent retention and technology require new and improved strategies, processes and tools for organising and monitoring work processes. Many HR departments are still largely dependent on manual and paper-based work processes. The automation (or partial automation) of these processes can result in considerable advantages: more efficient work practices, higher productivity, improved delivery on commitments and, to give one example, more time and attention for strategic objectives instead of administrative tasks. This, in turn, can lead to improved involvement by employees or future talent.
Finding the correct tool for HR Automation for the planned tasks and processes in your own organisation can, therefore, be highly beneficial. This means you should make informed decisions based on the work processes in your own organisation. And ensure that automation will always remain a tool and not an end in itself. HR is always about people. HR Automation is meant to serve and not replace these people or HR professionals. Not all aspects of HR can or should be automated. Carefully assess beforehand what is important for your own organisation. This way HR Automation will work for you.
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