Reaching the full potential of HR through automation

automation

Time poor HR leaders are striving to maximise their productivity. Yet mundane, repetitive tasks have proven to be considerable time wasters. Where HR practitioners should be focused on measures that increase collaboration and agility, they’re losing precious time hunting for data, for example to approve leave requests, writes Luke Thomas, Product Marketing Manager (People and Payroll), Sage Australia

COVID-19 has certainly been a catalyst for change in the HR industry. Sage’s ‘The changing face of HR’ research report found that more than eight-in-ten (86 per cent) UK based HR professionals thought a digital transformation of this calibre would take up to 10 years to achieve.

Despite the mad scramble HR teams endured to establish our new normal, it is likely our work-from-home arrangement will remain in place. Gartner research tells us that 41 per cent of employees will likely work remotely at least part of the time after COVID-19, compared to 30 per cent pre-pandemic. To improve on our new normal and ensure it is sustainable, HR must embrace further digital transformation.

Thanks to technologies like analytics, automation, self-service and cloud, HR leaders can transition from being process-focused to people-focused.

Fortunately, there are an abundance of technologies that can help organisations navigate uncertainty and improve processes. Automation, mobile and cloud are just some of the tools that can streamline enterprise functions and help HR and People teams become more adaptive, flexible, and agile.

A need for speed
Throughout the pandemic, employees turned to their HR leaders for guidance on how to navigate forward. Data-driven decision-making, authentic two-way personalised communication, and a significant focus on health, wellbeing and building great remote experiences are no longer a nice to have but a must accommodate for. They ensure employees are supported and engaged, and that the company can remain resilient.

HR is built around change. From new hires to a new payroll month, HR leaders need to remain agile and adaptable.

Yet, on-premise, outdated legacy systems struggle to keep up with the rapid pace of change in today’s remote working world, where employees need to be able to access technology anywhere, anytime. If an organisation needs to adapt its business model or rehire a portion of its staff, HR will not have the time to manually key in all that information across a myriad of spreadsheets. On-premise HR solutions have become redundant with remote working employees who have no way of accessing them.

Automation is people power
Time poor HR leaders are striving to maximise their productivity. Yet mundane, repetitive tasks have proven to be considerable time wasters. Where HR practitioners should be focused on measures that increase collaboration and agility, they’re losing precious time hunting for data, for example to approve leave requests.

Automation can be the solution, providing HR leaders with the speed and capacity required to free them from admin and repetitive low value processes. By applying automation throughout the entire employment lifecycle, organisations can free up valuable HR time, deliver a more engaging workforce experience and boost productivity across the business. Around 60 per cent of workers could automate almost a third of their jobs and responsibilities according to McKinsey.

Destined for change
HR is built around change. From new hires to a new payroll month, HR leaders need to remain agile and adaptable. Yet, navigating today’s unprecedented changes can be challenging if they do not have a clear understanding of the organisation’s transformation vision, how it is performing or what its people need most.

Data-driven decision-making, authentic two-way personalised communication, and a significant focus on health, wellbeing and building great remote experiences are no longer a nice to have but a must accommodate for.

The change-leaders of the organisation have an enormous opportunity to harness the latest tools to emerge more resilient, adaptive, agile and stronger from the crisis. Thanks to technologies like analytics, automation, self-service and cloud, HR leaders can transition from being process-focused to people-focused. They can make a real difference in employees’ working lives and have a demonstratable impact on the bottom line.

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