Gartner recently surveyed 800+ HR leaders across 35+ countries and all major industries to assess their priorities and expected challenges in 2019. No surprise, but improving operational excellence was the second highest business priority, trailing only behind growing the business. Improving and automating manual, document-driven HR processes seems like an easy place to create efficiencies, improve accuracy and enhance the employee experience. But prioritizing which processes have the biggest (and quickest) impact on your organization can be difficult.
When you also consider the delicate balancing act HR needs to manage between providing high-touch support and automation, the decision on where to start gets even more cloudy. Don’t worry, we’re here to help. In this blog we’ll explore 4 easy places to start when automating HR processes.
The HRIS wasn’t built to support this process, so by default many companies have opted to handle it through email, making the process confusing and error-prone. By automating this process, HR can ensure the correct workflows are followed, information and documentation is efficiently captured and shared, and everybody involved is introduced only when they need to take action.
2. Internal Transfer or Promotion
Research shows that greater workplace diversity leads to greater profitability, customer centricity and increased employee engagement. Providing employees with the opportunity to work in different offices around the country or world is a way to reap the benefits of a diverse workforce. But between all of the paperwork required, finding a place to live, and other moving “stuff,” this process is often stressful and time-consuming for both employees and HR.
By digitizing and optimizing this process, employees can enjoy a smooth transition into their new role without having to worry about administrative procedures. And automating the tasks involved creates space for a more productive and agile HR team.
3. Verification of Employment (VOE) Letter
When we talk about quick wins with big gains, automating Verification of Employment (VOE) letters is where your mind should go! Banks and mortgage lenders often require potential home buyers to provide a Verification of Employment (VOE) letter to determine job stability and income history. That makes getting this letter quickly very important to employees.
Without automation, this simple process requires a lot of backend work. HR has to search for the right document template, download it, manually go into different systems to find the correct employee data and enter it into the document by hand. Robotic Process Automation (RPA) makes it possible for employees to generate this document on their own, eliminating the stressful waiting game.
4. Disciplinary Action
You work hard at creating and maintaining a positive, collaborative and safe working environment for your employees. So when an employee needs your help with an employee relations incident, you need to be there.
For the (hopefully) rare occasions that require disciplinary action or Employee Relations (ER) involvement, technology can automate and manage potentially sensitive incidents in the most efficient way, while helping ensure you remain compliant.
5 productivity killers that get in the way of strategic HR activities
The job of HR is dynamic and multi-faceted. HR professionals need to be psychologists, coaches, people people and numbers people. They need legal acumen, marketing chops, and technology savvy. Then, there’s the strategic elements of HR. Increasingly, HR is expected to know the business inside and out, act as consultants and visionaries, and ensure employees are engaged and having a positive experience at work.
If there’s anyone who understands the ins and outs of HR transformation, it’s Jean-Michel Estrade, SVP of HR Global Digitization and Services at Atos. He’s leading his organization’s eTransformation initiative, which seeks to streamline data management, administration and processes for employees, managers and operational HR. One challenge he encountered was a disconnect between the data in their core HR system and the employee document management function. In this HR transformation case study, Jean-Michel explains why he chose PeopleDoc to address this issue and enable all stakeholders to take an active role in end-to-end HR Service Delivery.
3 research-based trends to inform your digital HR practices
When we hear the term “future of work” it can seem like a far-off concept, one that typically conjures images of robots sitting behind a desk, next to a human counterpart. More accurately, the future of work is about real, macro technological, sociological and economic trends that are already changing the way we work today. In this blog, we’ll explore three research-based trends, how these trends impact HR, and the technology capabilities they will need to incorporate into their digital HR practices.
Shane McCarthy is a global Product Marketer at PeopleDoc, Inc. He writes and speaks about HR service delivery, HR technology, and PeopleDoc, Inc. Prior to PeopleDoc, Shane worked as a marketing strategist for a leading maritime software company.
Shane holds a Bachelors of Arts and a Masters of Business Administration from the University of Connecticut. He loves his New York sports teams, even if they don't love him back most of the time.