Essential guide: How Robotic Process Automation (RPA) is shaking up HR
There’s no doubt the world is in the midst of a great revolution – and the way we work is changing rapidly.
However, unlike previous changes in work patterns triggered by the introduction of physical machines, this latest revolution in reaching the workplace is being driven entirely by digital machines.
New technologies like Robotic Process Automation (RPA) and Artificial Intelligence (AI) open up a wealth of new opportunities for companies and their employees – they take on unrewarding and process-intensive activities and give people the opportunity to focus on more strategic, creative and valuable tasks.
As automation continues to offer us new and more efficient ways of working, HR functions have the opportunity to introduce these technologies into companies and demonstrate how they can help increase employee productivity, success and satisfaction.
Effective HR functions should show what best practices are in a company and drive new processes and systems. So, of course, this is the best place to test the implementation of new technologies. However, this can be daunting at best, especially when it comes to the word “robot”. This begs the question of what HR professionals need to know about RPA – and how they can implement it effectively. Let’s find out.
What is RPA
RPA is an increasingly useful tool that works with employees and optimizes their workflow. Put simply, this software-based technology enables companies to build virtual robots that can perform routine, rule-based computing tasks in the same way that a human would.
Exclusively in computers, these robots can virtually take control of the mouse and keyboard and be used for filling out documents, reading and sending emails, entering data into business applications, and much more.
RPA will prove to be a critical ally for businesses in the years to come, but right now there is still a lot of skepticism about the technology and confusion about how it can be used. For example, many still believe that robots are here to “steal their jobs”, but that’s just not true.
Software robots are essentially digital assistants that do simple tasks and allow us to accomplish a lot more than we would do without them. Imagine working by your side, not your side.
After all, many HR departments face an inordinate amount of work that, while invaluable to the running of a business, is essentially process driven and repetitive. Such work is perfect for RPA. When automated, HR staff can become free to focus on tasks that require more strategic or interpersonal skills.
While the benefits of implementing RPA for businesses can be far-reaching, knowing where to start can be difficult. So the question is how do HR teams identify processes that should be automated.
Well, like any long term project, automation should be approached with the end goal or goals in mind. Once HR has determined what the corporate leadership team wants to achieve through automation, whether it be creating business value, reducing operating costs, or increasing competitiveness, the HR team should work with the company’s IT teams to ensure that all robots created for this purpose are suitable and able to complete tasks to a high standard.
From there, HR can identify certain processes that are ripe for automation, such as: B. the simplification of payroll accounting, the shortening of the process time on board and the acceleration of the talent acquisition.
Build a culture of automation innovation from within
It may sound futuristic, but RPA demonstrates the value it can bring to businesses, and it’s already spreading to a wide variety of industries and departments. In addition, business leaders are beginning to realize that the workforce of the future is not as simple as robots or humans, but rather robots and humans working side by side.
As these robots begin to free employees from less rewarding and valuable tasks and provide them with additional capacity, it is the responsibility of HR and other executives across the company to decide how best to reallocate their time.
Successful implementation of RPA will not only help HR professionals be more productive, successful, and fulfilled in their own roles, but will also help catalyze adoption across the company. Ultimately, if HR is ever to get automation up and running and incorporate automation into employees’ computers across the enterprise, they must fight reluctance and use their experience to build a culture of automation innovation that extends across the rest of the workforce.
Building a new corporate culture is not an overnight task, but it is important that HR approaches the changes in a people-centric way and gives employees a sense of control over the upcoming changes. If you can dispel the myth that implementing automation will result in job losses, you will help even the most tech-savvy people realize that this is where automation should help, not hinder.
Once employees are familiar with the idea of automation, you can put in place a curriculum that enables employees to feel empowered with RPA. By making this mandatory, you not only ensure that employees are familiar with and mastered RPA, but you also know that they are prepared for the future too.
Within a few years, the RPA market has grown tremendously – and there are only signs of further acceleration. Some of the world’s largest companies use RPA to support their employees. If your organization is a decent size, there’s a good chance you already have an RPA program in place.
In the wake of the global COVID-19 pandemic, companies around the world are under pressure like never before – and there has simply never been a more critical moment for companies to automate. With a unique scope and the ability to scale up or down as needed, RPA can quickly meet the new, unique, and evolving needs of businesses when it matters most.
With HR teams firmly anchored in the driver’s seat for their company’s automation journey, they have a unique opportunity to accelerate the implementation of a tool that will make the business not only more productive in the short term, but more profitable and profitable. also in the long term. At a time when businesses need all the help they can get, surely is the time for automation?