RPA for Human Resource

According to Deloitte’s 2017 Global Human Capital Trends study, 22% of the best performing HR organizations are currently implementing or have already implemented RPA. Half of HR global shared services believe RPA will enable 10 to 20 percent savings with 9% expecting savings of 40 percent or more, the Deloitte study revealed.

Data Entry

HR processes involve chunks of data as it deals with information pertaining to employee records, bank account details and their career growth in the organization. They also need to manage data on contractors and vendors spread across different locations.

Given that there is so much data at their disposal that requires accessing and working on, managing efficiently becomes a challenge. RPA helps in automating these processes by gathering all the information from a variety of sources and integrates it thereby helping the team to manage records efficiently.

Recruiting, On-boarding and Off-boarding

Hiring new employees requires bulk paperwork. The HR team maintains a record of new hires and exits which when presented to the board at the end of the financial year helps get an update on hiring and attrition. Given that this involves piles of paperwork, taking help of RPA will accelerate the process of gathering data and recording it correctly.

RPA helps in data validation, filling the gaps by sourcing data from available information with fewer errors. Once the recruit’s information has been loaded successfully in the company’s database, RPA can help in communicating this information to the employees.

Travel and Expense reimbursement

Employees submit their bills after returning from business trips to the HR department. Sometimes the team captures information incorrectly or there is a discrepancy which delays reimbursement process. RPA reads the receipts using Optical Character Recognition, matches and validates claims with reimbursement rules. If it matches, the software forwards the claims for payment.

Time and Attendance Management

RPA helps in the validation of time and attendance details of employees and notifies the HR department in case there is any deviation. In case the details tally, the software processes it faster than the payroll team.

Compliance and Reporting

Frequent changes in labor laws make life difficult for the HR department as they have to adapt afresh. To keep up the pace with changing laws, HR department can implement RPA to processes as it can easily adapt to changes with modifications in the rules. This makes it simpler for organizations to adhere to compliance laws. Time is saved as error free reports are automatically generated by integrating information from different sources.

Better incorporation of Mergers and Acquisitions

In the past HR departments have struggled with challenges arising from mergers and acquisitions using their own enterprise application thereby inflating costs and increasing risks from maintaining disparate systems, processes and procedures across the entire company. RPA comes to the rescue by offering end-to-end automation that works well will applications and systems effortlessly with no disruption and no coding requirement. It can be deployed quickly without much delay and costs that were associated with older automation technology. This offers companies the chance to save large amount of money.

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