Technology has always been an important factor in improving performance and reducing costs, and has also made it easier for businesses to deliver value and meet KPIs.
But the true potential and impact of some of the software tools and innovations available now is somehow still debatable today.
Like with any new tool that claims to make our work and lives easier, there’s often a lot of skepticism surrounding RPA in HR and the impact of technology on HR departments these days.
As humans, we are hardwired to avoid what we don’t fully understand and stick to our comfort zone, especially when there’s a readjustment to make.
But the human resources industry is constantly evolving, becoming more and more of a key driver for businesses.
As a result, HR professionals need to embrace the future of recruitment and be willing to adopt the latest tools and technologies if they want to stay ahead of the game.
But what exactly is Robotic Process Automation or RPA?
RPA refers to the use of software “robots” that mimic tasks usually performed by humans.
Such robots are especially helpful in situations that involve lots of manual activities and operational procedures with rule-based processes that could be streamlined and automated.
What’s more, the power of RPA stems from its ability to automate work with increased accuracy, in a fraction of the time that would take a human and with lower productivity costs.
However this is not a one-size-fits-all solution.
To clarify some of the common misconceptions around robotic process automation in HR and offer you a better overview of what deploying an RPA solution within your own organization or HR department might involve, we thought we should address the following 5 myths:
Myth #1: RPA in HR doesn’t work
One of the highest impact areas where RPA can be successfully applied is without a doubt Human Resources.
As HR departments are undergoing a continuous transformation thanks to the infusion of digital tools and technologies available in today’s workplace, repetitive processes make most of the daily workload of a HR professional.
Through HR automation however, you can free employees from standard tedious tasks, while allowing them to focus on complex tasks that involve more creativity and strategizing.
For example, if you’ve received 50 applications and decided to interview only 5 of those applicants RPA can be used to email all of the other 45 individuals, letting them know that they have not been selected for the interviewing phase. And that can be done with just 1 click in 2 seconds, whereas in the past you’d need to email all 45 people separately – or not at all due to time constraints, causing lasting damage to your employer brand.
Myth #2: RPA in HR is difficult to implement
Having processes that are clearly mapped out before automation would certainly involve less brainstorming sessions and back and forth between IT teams and your department.
So the automation process should begin only after the right processes have been identified.
In other words, you might first want to check with your IT department to see what the deployment of such a technology would mean for your team and department in terms of implementation and maintenance.
Because when IT and HR departments work together, it also allows you as a HR leader to facilitate much quicker results and get an understanding of which processes can be automated according to their input.
Myth #3: Automation will replace humans in the workforce and will lead to job losses
There is a real fear that technology innovations in general, and robots in particular, will take away many jobs from people, HR jobs included.
However such a forecast entails that machines can function without human input, which is far from reality at this point in time.
Instead of eating away jobs, what will most likely happen is that more nuanced jobs will emerge in the changing world of work.
And while some casualties will certainly be unavoidable, the purpose of RPA isn’t to replace human jobs, but to redefine the approach toward certain job functions in order to prioritize those that drive growth over those who don’t and free up time for employees.
As we see it, RPA will take over tasks that HR professionals dread doing anyway while being able to create their own jobs in the future according to their true capabilities and goals. This will also free up HR leaders’ time to focus on more interpersonal skills which reap far greater rewards than transactional paper based tasks.
Myth #4: RPA is only about cost reduction
With today’s challenge of attracting top talent and more importantly retaining it, HR teams strive to focus on more valuable activities like increasing the quality of the hiring process and boosting employee engagement rather than losing their heads in mundane processes and tasks.
So while the benefit of RPA may be primarily cost-reduction, the extent to which RPA can help your organisation and HR department go way beyond cost savings. By successfully implementing such tools you can:
- Eliminate risks of human errors
- Ensure regulatory compliance
- Build consistency in operations
- Ensure accuracy and productivity of the team
- Improve employee engagement by removing mundane tasks
- Transform the operating paradigm from labor-intensive to technology-centric
Myth #5: All HR processes can be automated
RPA is suitable for a wide range of HR department functions and operations. A good way of identifying those processes is by looking for a well-defined set of rule-based instructions because that’s where RPA’s input is most visible – around repetitive logical tasks.
The HR industry has always been known for its high number of manual tasks, which include creating reports, sending emails, sourcing candidates, etc.
In fact, according to a report by Ernst & Young, about 93% of the time spent by HR employees is on repetitive tasks!
And the same report reveals that 65% of HR rules-based processes have the potential to be automated.
In other words, RPA in HR is a great fit for repetitive functions, but not such a great idea when it comes to tasks that involve creative thinking and brainstorming.
For this purpose, here are several top HR functions we’ve identified that could be fully or partially automated:
- Resume screening and candidate shortlisting
- New-hire set up and employee on-boarding
- Induction and training
- Applicant sourcing and tracking
- Monthly payroll management
- Employee data management
- Time and attendance
- Exit management
There you have it. In today’s digital-dependent era, robotic process automation in HR has the potential to revolutionize how we work, how we recruit, and even how we onboard new employees. In other words, RPA can be very beneficial in a lot of areas of HR.
While there are certain aspects that we believe should never be automated, RPA can be extremely helpful in freeing up HR professionals to deliver a more human, personal approach to HR support and allowing them to grow professionally rather than be chained to a desk processing CVs and payroll data.
However, we cannot deny that with every innovation, some myths also arise, which is why like with any new movement, HR automation also needs to be taken with a pinch of salt.
It’s only natural. As humans, we look for change, we want to evolve but we also need a while to adjust.