It has often been discussed how HR employees spend too much time completing manual, repetitive tasks of low value. This prevents them from planning and executing tasks that improve employee productivity, company profitability, and job satisfaction.
Fortunately, significant progress in HR automation helps HR employees to take advantage of the immense capabilities that modern HR management software and automation possess. As a result, such tasks of low value are transferred to automated, software-led domains leaving HR to focus on tasks that create higher value.
~~~ Boosting Efficiency & Productivity ~~~
HR process automation is spread across a wide gamut of HR functions. As a result, the opportunities to increase company efficiency and improve employee productivity are many.
This blog will focus on the top 9 HR processes that companies should look to automate in 2023 so that it improves the overall performance of their business.
1) Top 9 HR processes to automate to benefit your business
i) Recruitment: At the very offset, automating a company’s recruiting process is key to improving efficiency. Receiving resumes, sifting through them for the best ones, writing out concise job descriptions, posting jobs to numerous job sites, and following the responses from each…well, the list of tasks for (ultimately) hiring quality candidates is a long one and doesn’t come easy. Therefore, companies must automate their recruitment with an ATS (applicant tracking system).
An automated software-led process helps HR teams to sift through resumes automatically for the relevant keywords, shortlist candidates, coordinate interview slots, record interviews (etc.). This goes a long way toward quickening the interview process as well as recruiting the best candidates.
ii) On-boarding, off-boarding: After a candidate has accepted an offer for employment, an automated process is a great tool to help with the onboarding process.
Automation reminds recruits to complete all paperwork (which is also mostly digital), comply with other requirements, and undertake requisite training courses that may be required.
The software system also has off-boarding features when employees leave the organization. Whether asked to leave or resign, the software notifies them of the necessary procedures. It also revokes employee access to internal company systems, data (etc.).
iii) Training and Development: For companies to maintain a profitable and sustainable organization, their employees must be productive. By logical extension, training and development courses, refresher training (etc.) are key to employees keeping their skills updated. Only then can they meet the competitive market requirements out there.
An automated process reminds all employees due for such training without HR teams needing to constantly follow up.
Such systems also act as a resource for HR managers and provide input for employee development goals, and training topics, and work seamlessly with Finance to establish a cost-benefit ratio to such training.
iv) Easy data storage: Record maintenance, data storage, easy access, the safety of data, and upkeep over the years – well, these are issues that companies have traditionally faced for years. It assumes, perhaps, even more significance when it comes to HR-related data.
An automated HR process solves a severe pain point for companies. Not only is data maintained digitally, but it is safe, can be analyzed, shared as required, and retain backups on the cloud server.
Document and data storage is a key feature of an HR automation platform, so be sure to look for it as you select yours.
~~~ Digital Storage of Employee Tax Records ~~~
HR systems can store tax records digitally for the requisite number of years. After the audit windows have passed, these employee records are archived automatically. This maintains compliance with the applicable laws
v) Robust analytics: Just like with all other automated processes and online systems, an automated HR process makes available ample amounts of data. This data is available for tracking against benchmarks of company-wide performance and HR-related KPIs.
Absenteeism, employee productivity, cost-benefit to the company, labor turnover, benefits rate (etc.) are just some examples of key HR KPIs that can be analyzed acutely due to the comprehensive data available through automated HR processes. Analytics also generate reports, create detailed dashboards, and become a non-partisan data-based reference for employee performance.
vi) Attendance: Of the several low-value and repetitive tasks that automation eliminates, this is among the top ones!
Hours worked, exemptions, leave-day calculations, flexible work hours, overtime, comp-offs (etc.) are tedious and time-consuming. With the modern features of the automated HR software platform, such calculations are made quickly and automatically.
vii) Payroll calculations: Attendance is a natural input into payroll and tax calculations. It is also an area that – historically- took up endless work hours for HR employees, and was fraught with human errors and discrepancies.
An automated HR process can calculate salary, deductions, taxes, overtime, and sales commissions without requiring any human intervention by HR employees.
~~~ Automated Benefits Administration ~~~
Automating a key HR process like benefits administration is a huge advantage of an HR information system. Digitizing data entries, eliminating paperwork, and using a self-service portal where employees can choose their preferences during enrollment is a huge time-saver for HR teams.
viii) Managing employee performance: Automating the process of employee performance management is a great tool to have.
Such an automated process automatically schedules manager-employee performance reviews. With enough options offered to both sides via convenient time slots, locations, and location/technology (e.g. online video screens), the process becomes much more efficient. It also provides suggestions for these reviews (e.g. structure, discussion points) and recommends training modules/topics to managers as well as employees.
The now popular “360-feedback” (i.e. feedback from employees and managers alike, often through digital surveys that are anonymous) is also easily achieved via an automated performance management system.
ix) Chatbots: The concept of chatbots isn’t new, and they are a great tool in helping HR to automate common queries and their responses. A great benefit here is that the responses are immediate, and employees can do it at their convenience. Questions about the organization, pension, vacations (etc.) are answered immediately.
This reduces the work hours that HR employees spend on answering everyday queries. As a result, not only does it free up HR teams for other work but it also resolves employee queries – even, disputes- immediately leading to an overall increase in productivity.
Conclusion: The benefits of using automated HR processes are many. Importantly, today’s tech tools and cloud based HR software make it simple, affordable, and flexible to operate.
Sign up for a Free Demo of Cyberium HR Management Software Now