An Automated Future for HR

Jeremy Dunn

Human resources may have “human” in the name, but that doesn’t mean none of its functions can be digitally automated. Indeed, there’s no question that HR workflows have an automated future. Is your organization ready to digitally transform its workflows?

Automating HR Functions

Automation frees up the HR staff from procedural and administrative duties so they can focus more on developing strategic partnerships. HR functions that can be automated include:

  • Employee personal data collection
  • Employee timesheets
  • New employee hiring requests and onboarding
  • Employee performance records
  • Training requests
  • Employee benefits
  • Expense management
  • Employee leave requests

HR automation, like all forms of digital transformation, requires some preparation. Organizations must equip themselves for the process.

Preparing for Automation

Organizations must first decide who will execute the HR automation process. Many organizations outsource HR automation to specialized service providers, or vendors who digitally process administrative functions of HR. It will be the responsibility of the HR staff to select the vendor and then manage the relationship once it’s established.

Vendor selection is crucial. Organizations must consider three main questions when choosing a vendor:

  • Can this vendor meet this HR department’s needs?
  • Will this vendor maintain good quality and production rates?
  • Will this vendor stay up-to-date on all related regulations?

HR is not the only department with an automated future — workflows in general need to be automated with digital transformation. Automation begins with a well-defined purpose and ends in procedure evaluation.

Here’s how organizations should plan for and introduce workflow automation:

  • Pinpoint recurring processes.
  • Characterize automation goals.
  • Educate the staff.
  • Implement workflow automation.
  • Measure key performance indicators and return on investment.

An automated future is inevitable; thus, it is imperative that organizations of all sizes be prepared for the digital transformation not only of HR, but also of accounts receivable, accounts payable, contracts management, digital mailroom and beyond.

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