Bot be-friending Human Capital

RPA – these three letters have been buzzing around the digital and corporate world, promising
wondrous solutions to all sorts of process-related challenges.

So Even the Human Capital systems managing an Organization’s Data & Talent pool is looking for
a digital solution to it. However, the answer is not limited to RPA, but certainly begins with it.

Let us see, how are these Bots (Robotics commonly used terminology) be friends with the Human
Resources to boost them with a technological aid.

Why RPA?

RPA is defined as a solution in which a robot, or more simply a bot, can accomplish repetitive
and standard tasks that are carried out by humans. It is not a physical machine but functions as
a virtual worker in supporting certain processes

HR departments are inundated with data on past and current employees, interns, and
contractors, often across various company branches and office locations. Most of this data is also
in constant flux. Most HR related operational processes are highly repeatable and rule-based
which makes it a classic use case for RPA.

At the same time, HR technologies are likely to hit the same hefty stumbling blocks as ERP
(enterprise resource planning) software when it comes to communicating with legacy systems
fundamental to business performance. Integration of a new HR software, especially when it
involves full or even partial replacement of a legacy system, can also require substantial amounts
of added time and employee involvement.

RPA as a HR Solution, How?

RPA enables HR to better manage the horde of administrative tasks connected to the HR
department, like automating payroll, benefits administration, compliance reporting, etc.
RPA helps human workforce navigate business applications and accomplish any task, quickly and
error free by using in-application guidance and task automation.

While RPA can be applied across nearly every industry, Human Capital finds a new aid in the form
of robotics bot to carry out their mundane, inundated, seasonal flux, highly voluminous, repetitive
tasks. RPA has the potential to significantly improve HR processes in order to increase efficiency
and cost-effectiveness. Thus, HR can substantially benefit from this technology

RPA is able to largely eliminate the need to hire and dismiss employees to keep up with
transactional or seasonal demand.

Table below describes Key Benefits of RPA in a nutshell

Now, Let us deep dive to understand the HR operations and their operational anarchies

HR managers have the important job of supporting and organizing people so that they can
effectively perform these activities while building a cohesive and healthy employee relationship.
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.
Common HR Problems:

➢ Managing huge Data

that human resource management (HRM) professionals must manage current employees,
past employees, applicants, new hires, compliance and regulatory requirements, payroll
and benefits. many tasks that require manual entry, updating, and maintenance across
multiple, disparate database management systems

➢ Running Payroll tasks

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.

➢ Mergers & Acquisitions

HR departments have struggled with challenges from mergers and acquisitions that
continue to use their own enterprise applications, incompatible platforms, risks from
maintaining the disparate systems, processes, and procedures across the entire company.
Also maintaining different applications can be a time-consuming and costly affair

➢ Compliance and Liability risk

Constant changes in government regulations, company operating in different states and
countries have a significant impact on HR processes and activities wrt benefits
administration and compliance reporting.
 ➢ Manage Employee Related Systems: Talent management, Time&Expense, Performance
etc
Maintaining Employee workforce without any disruption is a challenge in most of the
rapidly growing companies and even the most established organizations have failed to
find a solution for a tardiness in multiple report creations, inconsistent, inaccurate
information, rework and mundane tasks. In the likes of, monitoring employee
productivity levels, 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.

How the product or service solves the problem

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 can focus on
its strategic, value-added work such as managing recruiting and hiring employees, coordinating
employee benefits and suggesting employee training and development strategies. This saves a
considerable amount of time that can be utilized for various other nuanced strategic issues,
including employee training and personal interviewing

Table below: Depicts how RPA can support in processes based on its adaptability index.

Benefits of RPA go beyond cost reduction and include:

Benefits of RPA go beyond cost reduction and include:

This means more HR transactions must be addressed to maintain optimum productivity.

Because RPA is a suitable match for processes that are rules-based and transactional, it enables
companies to quickly and accurately automate the various kinds of HR activities associated with
growth and expansion. RPA is able to boost the offerings of older HR software suites and
supports HR tasks by helping companies more efficiently manage the increasing amounts of data
and paperwork that accompany organizational expansion.
As a result, RPA can be a key driver in promoting and supporting growth in a more seamless
fashion compared to integrating and deploying costly HR suites.

Examples of Quick Wins with RPA

Furthermore, with transferring administrative tasks to RPA solutions, HRs can head towards more
knowledge-intensive and value-added services to their fullest potential and productivity. There is
a unique opportunity for innovators and pioneers to spearhead RPAs' rollout and adoption to
change the workplace. Will you be leading the charge?

Additional Resources/ Resources used

https://www2.deloitte.com/ch/en/pages/human-capital/solutions/human-capital-
robotic-process-automation.html

https://www.ey.com/Publication/vwLUAssets/EY-robotic-process-automation-for-hr-
and-payroll/$FILE/EY-robotic-process-automation-for-hr-and-payroll.pdf

NowWeComply / Whitepaper: Robotic Process Automation

And other information HR-Bot interactive forums/publications

Author name & Title along with a photograph