Imagine you are a large multinational human resources staff. The organization has developed rapidly, talent acquisition is the primary task. As a human resources representative, your job is to assess the candidates - review them and interview them, train them - and hire the best person to take the company serves.
This is good news: you are looking for - which means you are quickly and rapidly growing. bad news? Your role is just the beginning of the recruitment work. As a human resource professional, you might work with your department more than other individuals in the entire recruitment and on-boarding process. The new employees into the company involves a lot of paperwork, processes and management, this department and recruitment of new employees are repeated and time-consuming. This is automation - the ability to transform the human resources department and through them to complete the process - comes in.
The new robotic process automation (RPA or technology) can greatly compress the entry process, allowing you to re-focus on the world's most important thing: growth. Automation makes your human resources checklist shortened a lot. Applicants do not have to manually update the tracking system, create the new employees hired for the new employee records database, create a new document and collect employee payroll employees in the system, RPA can perform other tasks on your behalf. system. It makes your software systems can communicate with each other. In a world of frequent regulatory changes, RPA can double check compliance of human resources, so that companies from hefty fines.
It is not only conducive to human resource professionals. RPA also be able to provide more personalized and efficient boarding experience for new employees. New introductory session to the individual in charge of paperwork and in-depth vocational training, everything can be organized through a customized way, to let new employees know that their companies value their time and happiness. RPA through integration, will be able to respond immediately to welcome new employees into the company from the moment these systems.
Usually in today's fast-paced work environment, employees will eventually feel like "just a number", especially in the enterprise work environment. By the beginning of human resources experience personalized staff from the first day, you can let them know they are valued and seen the organization. In addition, changing into the labor force and changing human resource professionals freed from repetitive mechanical tasks. Therefore, they are not spending hours fill out the paperwork at the office, but to spend time with the office staff to establish substantive relations, organizational culture and values and improving overall strength.
As CEO of RPA provider, I am often asked, "Why daily HR processes automation? Why not use AI, this technology into the mainstream business world in the past decade?" The simple answer is that, although AI works well for human resources, such as talent acquisition and identification of job seekers, but the AI is not as meaningful as the RPA to simplify the process. Learning is very complex. If a different profile for each employee, then the machine can learn and applications are not many. That's why automation is the most practical solution: If your company is organized, like every employee goes through the entry process, RPA will greatly reduce the workload of staff and human resources teams.
When you automate human resources operations, not only benefit the sector, but also benefit the entire company. For example, if there is no automation, the traditional entry process could last a whole month, thereby delaying the ability of new employees fully functioning from day one. When you automate applied to the same scheme, the employee entry process can be reduced to a few days, so that they can begin their full potential and efficiency. Through automation, new employees can directly dive into their work, about their team and feel comfortable in his new role, so they can successfully from the start. In addition, HR operations team can focus more on value-added activities and corporate culture, so as to provide more value for the company.
This also means that you can more quickly and efficiently provide human resources services for employees. For example, RPA can automatically generate a document or employees need most frequently requested, without having to transfer all the data from HRIS staff to document templates. Think of all the time can be saved.
If you lead a company on a global scale, growth is always a focus. But after how people get what will happen, and the company to ensure that all employees have the time to provide real value? To operate successfully, you need to make sure that people know each other and be able to communicate easily, whether from person to person, by telephone or through technology.