According to a report by Forrester, the market for robotic process automation tools is likely to grow a big as $2.9 billion by 2021. As astonishing as it may seem to those organizations, which have not yet invested in incorporating RPA tools as part of the process in their setups, it is true that more sort of businesses that one may expect, are embracing RPA. The human resource aspect is one of these aspects that are embracing this technology whole-heartedly.
That robotic process automation can transform RPA, is not a sweeping statement given the fact that this aspect involves processes that are replete and repetitive in nature. In fact, more than 50% process in the HR can be automated. So, let's see in detail, how is it that robotic automation companies are helping businesses transform the human resource function. Robotic Process Automation Tools Ease the Burden: Believe it or not, RPA can help automate upto 60% of the Hr processes that are repetitive in nature and involve volumes of data and report generation. Task like data capture, training and education, position management, record creation and maintenance, onboarding of employees, profile maintenance, expense management, compensation and benefits, etc, can be automated to take a gargantuan burden off the HR managers' and executives' shoulders. This also results in much faster processes. Reporting Becomes More Efficient: Tools from top RPA Vendors can help you with bots that help as much in reporting as data management. Generating monthly, quarterly, and annual reports, preparing documents related to employee attendance and performance, generating administrative reports, etc, are only a few reporting tasks among other, that RPA simplifies. Not only does it simplify these processes but also makes them more accurate and efficient with least scope for error (as compared to human effort). Enabling Better HR-Employee Engagement: With repetitive processes being managed by rpa tools, there is more scope for the managers and executive to engage better with the organization’s employees. The better and more positive the engagement, the higher the employee satisfaction and retention will be. Also, since data management and processes are automated, there analysis of processes is much easier. And, because the human staff is not buried under data and documents, they have more time at hand to analyze data trends and make changes to the process for the better. Robotic automation companies not only help the HR function in automating processes that are the most time-consuming and repetitive, but also, in the long run, make fundamental changes that transform the nature of the HR function from transactional to more human that it should be. A Prerequisite: A prerequisite of beginning this transformation, however, is to get the buy-in from the humans team who are going to use robotic process automation tools every day in the organization. Though, with the simplicity of use these tools offer, the resistance towards learning to operate these tools usually remains low, it is still a great step to get a buy-in first. Every vendor that provides you with such tools, provides you with training as well. Get your team the necessary training it needs and the transaction is likely to happen smoothly.
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Did you know that as many as 60% candidates lose interest in and move on from job applications that take too long to process? It’s the bitter truth that every business needs employees as much as employees need work. Recruitment is a rather tricky process now, given that we’ve moved on from rudimentary ways of employment. But how can data analytics companies be of any potential help in sorting out your recruitment strategy?
Well, to be honest, more often than not, most businesses suffer from slow hiring processes. While there’s already dearth of talent when it comes to procuring the best candidate for the open positions, a slow hiring process only makes it worse, as the best candidate is pulled by a company that seems to be faster than your business in terms of hiring. To make things even more complicated, employees are now turning away from the traditional job boards and moving to more modern options like social media, primarily LinkedIn and job portals like Indeed—channels that demand your recruitment team to be more than what they used to be. BI and analytics services, in this scenario, can indeed be a handy help. How? Let’s learn. How Can Data Analytics Companies Help in Recruitment? Cover for the Inefficiencies of the ATSs: Application tracking systems are something that almost every recruiter relies upon for queuing up the right candidate. However, obvious as it is, an ATS is great at tracking and sorting application according to some plain basic criteria, but not have recommending the best candidate. Data analytics on the other hand, can help you determine just that and even make forecasts regarding recruitments. Better Experience on Both Ends: The best of analytics tools from business analytics companies help you analyze the effectiveness of your recruitment process from criteria like, the number of candidates that turned up, the quality of candidates who were interviewed, who were they interviewed by, document submission, time taken for each step of the interview and much more. This not only lets you catch the loopholes in your interview process, but also helps you optimize the candidate experience by fixing the issues that are analyzed, even that the level of email blasts and replies. You can thus, make your ATS smarter than it is. Make Hiring Better through Prediction: BI and analytics services enable you to predict the future by analyzing the present pattern on candidates and interviews. So, knowing what kind of candidate is more likely to turn up for an interview, what kind is likely to get hired, what kind will often stay, how long it takes for a certain sort of position to close, and the like, automates your recruitment process in a good way. It not only saves your time and resources but also helps you make your hiring process proactive. Wise Allocation of Resources on Channels: Businesses usually pursue a mix of paid and organic channels for recruitment. And this is precisely why you must know what you are spending and what you are reaping. BI and Analytics Services will let you know exactly that — the investment in each channel and the return on it. The future of everything and not just recruitment lies in digitalization, and there is no running away from that fact. So, better sooner than later. Robotic process automation has come a long way from being used for screen scraping and workflow automation to providing modern business with intelligent automation of more processes than we can think of. There are more use cases of RPA than we had ever imagined. Industries like finance, utilities, IT, training and recruitment, and even health, have been taking advantage of RPA, so much so, that it is becoming the a stable in enterprise workplaces.
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