The concept of using Robotic Process Automation (RPA) as a tool to unlock additional value in your organization is a common topic of conferences, technology presentations, and HR publications. However, HR leaders are often left with more questions than answers around how HR departments can benefit from this technology. Can bots be used to execute people processes? Is the work in HR too sensitive for automation? How does human judgment come into play? The answer is that RPA can be used in HR, but processes should be carefully evaluated, and the focus should be on paper-oriented, repetitive tasks, allowing HR professionals to spend more time on people-facing strategic initiatives.
RPA can result in significant labor savings, decreased processing time, and improved accuracy, leading to increased employee and customer satisfaction. HR employees can spend more time on value-added activities and building relationships, and their internal customers can benefit from quicker turnarounds with higher accuracy rates—a “win-win” for all. The use of RPA in HR is expected to increase as RPA capabilities become more sophisticated and the labor market becomes more competitive. Finally, understanding and utilizing RPA, while leveraging the benefits of quality and efficiency, will allow HR to better adjust its talent acquisition and talent management strategies.
Society for Human Resource Management: https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/robotic-process-automation-hr.aspx
This report is part of the Human Capital Management Minute series. To view all featured Minutes, please click here.
Additional Contributing Author: Stacie Sparks
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