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The Effect of RPA on HR – Why Is It a Game Changer?

The Effect of RPA on HR – Why Is It a Game Changer?

Though many consider artificial intelligence (AI) and robotics to be past the reach of humans. Technology has proved it wrong. Innovations in the field of cloud computing, cognitive intelligence and machine learning have created the possibility to utilize robotic process automation (RPA) in daily life.

RPA is widely being regarded as the new revolution in HR. It is creating new opportunities for managers and CHROs to expand their area of operation within the business. What was once a time-consuming and grueling task can now be carried out by intelligent systems or computers; which are programmed to run calculations and analyze business metrics based on predefined algorithms and display best-fit results.

Over the years, human resource has enhanced its responsiveness towards the increasing business demands. It has been quick in adapting to new innovations in technology like shared service infrastructures, cloud-based information systems and advanced predictive analytics. Throughout the years, HR has evolved to establish itself as a core business process.

Despite this progress, quite a few HR teams still struggle to attain prominence among other business units. This could be due to the lack of cognizance or inadequate facilities to keep up with the growing business demands. Nearly 93% of HR peoples’ time is spent on repetitive and transactional activities, including manual data-entry, generating pay stubs, monitoring and sharing records within processes etc. Spending a great deal of time on such tasks that do not add much value to the business is a waste of valuable human effort.

By leveraging RPA in HR, nearly 65% of rule-based tasks can be automated. Imagine the amount of time and effort it can help accumulate. The collective effort, in turn, can be used to channelized resources towards business-centric activities that actually need human intelligence; increasing business prospects and improving the commercial outcome.

Why is RPA a game changer in HR?

RPA is considered a game changer when it comes to building a better and more productive HR team. RPA can:

• Improve quality and performance

‘To err is human’ is a known fact, but some processes demand a cent percent accuracy, failing which can lead to severe consequences. Automated systems or bots can assure full quality with zero error. Their algorithms are programmed step-by-step ensuring all necessary function are performed before calculating results. The chances of skipping or missing a number while operating is impossible with an automated system. Improved quality assures a better output and increases the ability to perform more efficiently.

• Provide better ways to manage data

HR is synonymous to a data warehouse. Every single day, HR employees’ are confronted with data from different sources in the form of employee credentials, applications and new hire information, payroll figures, compliance and regulatory necessities, etc. To manage such volumes of data can be a nightmare even for small businesses. Through RPA, a centralized system can be established to organize and share data within the organization. HR employees will no longer need to interfere in data maintenance tasks that become burdening and stressful.

• Create a seamless transition in business acquisitions

Integrating processes or acquiring a new business takes a lot of effort and commitment. Given the rate of KT (knowledge transfer) needed for a human vs. that of an automated system, the transition can be made smooth and seamless when systems can perform dynamically without much interference needed by supervisors. Including independently functional systems makes practices more efficient and productive.

• Deliver flexibility and scalability to the business

Increasing business demands require HR teams to connect the gaps imposed on the talent management and recruitment teams. The necessity for seasonal or short-term employees can lead to a lot of complications and thus putting the HR team under pressure. Such fluctuating employment needs can be minimized with the help of automated bots. These bots are equipped to adapt to different staffing demands and can be relocated within the organization to take up new roles and responsibilities.

RPA is beating all odds to establish itself as a very useful tool for HR. It is high time that more organizations start considering this technology marvel and adapt to it practically.