Conversations about The Great Resignation focus largely on what HR teams could be doing to better retain other workers throughout the organization. But this department also needs its organization’s support. As HR professionals juggle increased onboarding and offboarding cycles on top of their usual responsibilities, they face a mounting risk of burnout that can drive them from their organizations.Â
To avoid losing these key players, employers need to invest in tools that make their HR teams’ workloads more manageable. Companies are likely already using HR technology to support operations, but is automation part of their HR toolbox?Â
Most people associate automation with its application to core business functions like accounting and finance. While the software has demonstrable value in those departments, the possibilities for what can be automated aren’t limited to these traditional workflows and processes. Today, there are so many more opportunities for enterprises to deploy automation to drive better employee experiences, enhance productivity, and boost bottom lines.Â
Moreover, today’s employees enjoy working with automation. A recent Salesforce surveyOpens a new window  found that 89% of employees are more satisfied with their job (and 84% more satisfied with their workplace) from using automation at work. Keep reading to learn some easy and effective uses for automation in the HR department.Â
1. Streamlining Onboarding
Onboarding new employees is complex, with many processes and subprocesses to generate paperwork, create accounts, and move files between departments. Similarly, new customers or vendors need to be brought on board to ensure contracts and paperwork are complete and training and onboarding processes are scheduled.Â
It is not uncommon that 90% of onboarding tasks at organizations can be automated. For example, an unattended software robot can act as an Onboarding Buddy for new hires. The robot provides useful information about the organization and its operations, sends notifications about milestones, and helps orient new employees via Slack, SharePoint, or other channels. Similarly, new customers are brought on board using data extracted from systems, and updated information is stored in the organization’s CRM software. Using unattended robots for onboarding improves efficiency and data accuracy. Automation provides an opportunity to improve HR efficiency and reliability, especially across transactions and workflows subject to errors, bottlenecks, and delays.
2. Improving Employee Relations
HR professionals are spread thin managing heightened talent retention efforts and their usual administrative activities. With coworkers across the organizational hierarchy vying for their attention, HR teams would benefit from automated software robots supporting their workloads. And, budgets may not allow for more HR headcount.
With hybrid workforces expected to remain the workplace norm, software robots can be a tremendous boost to HR’s ability to get people the information they need quickly and accurately. Robots work together to pull relevant information in response to employee requests and frequently asked questions on topics like HR processes, payroll, and benefits. Robots can also be configured to be GDPR compliant, aggregating data associated with the requestor’s email address with options to manage personal data as required.
With this support, HR pros can dedicate more time to communicating with colleagues instead of struggling to find time for it.Â
See More: Putting the “Human†Back in HR: 5 Focus Areas for HR Automation
3. Staying on Schedule
Just like software robots can set calendar reminders, they can also remind employees of other items on their to-do lists. Automated reminders can be particularly useful to remote employees who don’t have typical in-office cues for certain tasks, like seeing a coworker they owe an assignment to in passing.Â
Whereas typical reminders are triggered by a set date and time, automated reminders can notify users once defined conditions have been met. For instance, using automation, employees can even create a robot that automatically informs them if a plant needs to be watered.Â
Creating an automation application as innovative as this isn’t as complex as it sounds either. With low-code application builders, members of the HR team don’t need a technical background to create innovative applications. Whether they are developing a personalized reminder or something more advanced, low-code automation technologies enable them to do so with ease.
4. Powering Mentorship Programs
Once logistics are under control, companies can leverage their automation investments for more meaningful activities, like powering a mentorship program. Administering an impactful mentorship can be a large responsibility for HR — too large if they are strapped by other demands. But mentorship programs can be a major attractor for prospects, as well as make current employees’ time at the company feel more meaningful, which is why organizations should prioritize establishing them.
Again, software robots can assist efforts by assessing employees’ career and skill interests with experts within the business.Â
As business leaders contemplate how to win over the top talent in their industry, they can’t forget about taking care of their own HR forces. By extending automation initiatives to the HR department, organizations can offer these employees increased efficiencies and conveniences that keep them from growing frustrated in their roles. The applications outlined can not only spur excitement amongst employees, but they can also help executives get creative about the ways they can leverage automation enterprise-wide.Â
How are you leveraging automation in HR? What benefits have you seen? Let us know on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .
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