Although artificial intelligence (AI) and robotics are considered by many to be beyond the reach of humans. Technology has proven him wrong. Innovations in the field of cloud computing, cognitive intelligence and machine learning have created the possibility of using robotic process automation (RPA) in daily life.

RPA is widely considered the new revolution in HR. It is creating new opportunities for managers and CHROs to expand their area of ​​operation within the business. What was once a tiring and time-consuming task can now be carried out by intelligent systems or computers; which are programmed to run calculations and analyze trading metrics based on pre-defined algorithms and show the best results.

Over the years, human resources have become more responsive to growing business demands. It has been quick to adapt to new technology innovations such as shared service infrastructures, cloud-based information systems, and advanced predictive analytics. Over the years, HR has evolved to establish itself as a core business process.

Despite this progress, quite a few HR teams. H H. they still struggle to stand out from other business units. This could be due to a lack of knowledge or inadequate facilities to keep up with the increasing business demands. Nearly 93% of HR staff time is spent on repetitive and transactional activities, including manual data entry, generating pay stubs, tracking and sharing records within processes, etc. Spending a large amount of time on tasks that do not add much value to the business is a waste of valuable human effort.

By leveraging RPA in HR, almost 65% of rule-based tasks can be automated. Imagine the amount of time and effort that can help accumulate. The collective effort, in turn, can be used to channel resources toward business-focused activities that really need human intelligence; increase business prospects and improve business results.

Why RPA is a game changer in human resources?

RPA is considered a game changer when it comes to building a better and more productive HR team. RPA can:

• Improve quality and performance

‘To err is human’ is a known fact, but some processes demand 100 percent accuracy, and failure can have serious consequences. Automated systems or bots can ensure the highest quality without errors. Its algorithms are programmed step by step to ensure that all necessary functions are performed before calculating the results. The chances of missing or missing a number during the trade are impossible with an automated system. Improved quality ensures a better result and increases the ability to function more efficiently.

• Provide better ways to manage data

HR is identical to a data warehouse. Every day, HR employees are faced with data from different sources in the form of employee credentials, applications and new hire information, payroll figures, regulatory and compliance needs, etc. Managing such volumes of data can be a nightmare even for small businesses. Through RPA, a centralized system can be established to organize and share data within the organization. No longer will HR employees have to interfere with data maintenance tasks that become overwhelming and stressful.

• Create a smooth transition in business acquisitions

Integrating processes or acquiring a new business requires a lot of effort and commitment. Given the KT (knowledge transfer) rate needed for a human vs. Compared to an automated system, the transition can be made smoothly when the systems can work dynamically without requiring much interference from supervisors. The inclusion of independent functional systems makes practices more efficient and productive.

• Provide flexibility and scalability to the business

Growing business demands require HR teams to plug the gaps imposed on talent management and recruiting teams. The need for seasonal or short-term employees can create many complications and therefore put pressure on the human resources team. Such fluctuating employment needs can be minimized with the help of automated bots. These bots are equipped to accommodate different staffing demands and can be relocated within the organization to take on new roles and responsibilities.

RPA is surpassing all odds to establish itself as a very useful tool for human resources. It is time that more organizations began to consider this wonderful technology and adapt to it in practical ways.