EMBRACING HR AUTOMATION

January is the busiest month of the year for hiring and restructuring, which leads to busy human resources (HR) and to the recruitment of departments in all organizations. Add a robust economy to the mix and you will have the perfect recipe for a few weeks of overwhelmed work.

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Fortunately, the wave of digital transformation is applied to human resources, with a group of new solutions and innovative technologies coming to the rescue. Undoubtedly, there is an opportunity in this area, with a recent survey of 200 human resources managers showing an average loss of 14 hours per week to manual processes that qualify for automation.

Here are some examples of how RPA and cognitive help HR:

Incorporation: hiring new employees means many documents, from tax forms to emergency contacts. RPA helps human resources professionals through automated filling and processing of forms with minimal error.

Payroll: For organizations with a significant number of employees or regular payrolls, completing payroll tasks requires an excessive amount of data entry. RPA is a perfect solution considering the amount of repetition involved.

Recruitment: In an employee’s market, finding the right talent is a challenge and recruiters need all the resources they can get. Cognitive solutions help recruiters by easily combining curriculum vitae with job descriptions, which eliminates the burden of obtaining an infinite flow of candidates.

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Learning: to combat a market in constant change, organizations must provide their employees with the resources to continue their education. With RPA and cognitive solutions, organizations can tailor courses to the needs, performance and interests of employees.

Data management: HR organizations often have an influx of data and metadata, which include contact information, skills and salary. In an era in which employees change employers frequently, having the right RPA solutions helps manage a manual process.

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