The massive amount of data management – form filling, updating & validating records, and a continuous influx of request processing, drown the HR managers in repetitive admin tasks. The focus of RPA in HR operations is primarily on the micro-tasks, thus integrating all the processes that the big legacy systems did not or were not able to address.
Some of the scenarios in Human Resources that can be automated with RPA are:
1. CV Screening & Shortlisting Candidates
Software robots can make this process much simpler by easily gathering the applications and comparing all the information against the list of specific job requirements. Using RPA technology, these requirements can be seen as predefined rules which guide the overall selection procedure. Based on this, the qualifying candidates can be sent the interview notification calls, whereas rejection notifications could be sent to those who don’t match the selection criteria.
2. Simplifying Onboarding
Robotic process automation can be used to streamline the entire onboarding procedure by automatically activating a particular template for the onboarding workflow of a user account. Software robots can then make rule-based decisions such as which onboarding documents to send, what credentials to assign the new employee, and much more.
3. Employee Data Management
Robotic process automation can make it easy to handle the tasks related to employee management, thus reducing the risk of incorrect data entries to a minimum. Robots can also perform data cleansing tasks at a regular interval to ensure data compatibility across multiple databases.
4. Employee Exit Management
Similar to onboarding, ensuring a smooth and hassle-free employee off-boarding is an important area for every HR manager. There are a number of HR tasks that need to be taken care of while exiting, such as the generation of exit documents, revoking of system access, and the full and final settlement. Leaving any scope of error here can lead to multiple audit flags.
5. Employee Induction and Training
Under this digital profile, the RPA software could trigger an automatic process of onboarding new hires and ensure to update the candidates with all business processes, compliance standards, and other regulations.
6. Performance Management
Across industries, organizations are constantly exploring the ways they can use RPA in HR to re-evaluate their performance management systems. Right from employees’ goal setting, incentive calculations to the evaluation of rewards, RPA software makes it easier for HR departments to keep up the organizational productivity high.
7. Calculation of Shift Allowance
An increasing number of organizations give shift allowance to their employees working in different processes for international clients across various time zones. This shift allowance is usually calculated by taking the employee swipe-in/swipe-out from multiple HR backend systems. As a completely manual process, this takes up a lot of time with a high scope of errors owing to the large datasets.
8. Background Verification for New Hires
Using RPA technology, companies can receive the required details easily from the input sources, automatically cross-checking all the details with the backend databases, and simultaneously creating the process reports without needing any manual intervention.
9. Tracking Attendance
RPA based software robots can make the attendance tracking easier by cross-checking self-reports against time logged in the company record, followed by reporting any inconsistency to the HR managers. Further, bots can also recommend reallocation of various workforce resources in case of high absenteeism instances to help the HR department prevent workflow disruptions.