Robotic process automation (RPA) brings robots and technology into human processes. Often, RPA substitutes repetitive, time-consuming, tedious tasks that employees face each day to get their jobs done. It has a lot of proven benefits for HR, especially considering the common tasks that HR employees must perform to complete processes. The decision then comes down to investing in an RPA-specific vendor or investing in technology with built-in RPA capabilities. In this post we'll explore the pros of solutions with built-in RPA capabilities, but first let's discuss why HR should be thinking about RPA in the first place.
Did you know that 43% of Americans have gone on a blind date? That’s a lot of people who are willing to leave their love life in the hands of fate. But while this approach may occasionally work out when looking for a romantic partner, you wouldn’t use it to choose an HR technology vendor, would you?
Last week, organizations around the world celebrated Data Privacy Day, an annual event with the goal of increasing data protection awareness. But, what can HR do to increase awareness after Data Privacy Day is over? After all, protecting personal employee data isn’t just a one-day project. Here are three things HR teams can do now to put privacy first every day:
Unemployment is low and the cost of replacing talent is high, so it’s no wonder that elevating employee experience (EX) to improve retention is top of mind for many HR professionals right now. And one of the best ways to do that is by upgrading the business’s HR technology. In order to get buy-in for these investments, HR first has to make a compelling business case. And that can be a challenge, especially at organizations where HR is viewed as a purely administrative support function, rather than a strategic driver of the company’s success. Without the right resources, though, it can be difficult to prove what a major impact your department can make—trapping you in a vicious circle. To get what you need, here are some steps you can take to create a strong business case for HR technology investments and communicate the true value of EX to your leaders. These tips and strategies were informed by Ben Eubanks, Principal Analyst at Lighthouse Research & Advisory as part of our digital EX micro-course—and they can help you establish your department as a strategic partner to the business.
An HRIS implementation is a tremendous undertaking—both in the time commitment and cost. It may seem too overwhelming to take on anything else, but it’s actually an ideal time to think about other areas of HR that could benefit from new technology, such as how HR serves employees. An HRIS implementation in conjunction with another HR technology implementation can actually improve team productivity and organizational effectiveness.
When companies think about user experience (UX), it’s almost always in the context of the customer. How is the customer interacting with the website’s interface? Are they able to navigate it easily? Are they finding the support resources they need? But as organizations dedicate more time and energy to improving the employee experience (EX), they’ll also have to broaden their understanding of UX—optimizing the employee user experience across their internal systems. When it’s time to maintain, upgrade, or replace your business’s HR software, here are some tips to help you improve the employee user experience—and boost your overall EX.
Wolters Kluwer is no stranger to reinventing itself. Over the past 183 years, the company has tackled everything from publishing to digital software, and today helps banks and insurance companies with their compliance and regulatory needs. Its new global HR transformation strategy is only the latest in a long line of large-scale changes that have helped the firm survive—and thrive—for so long.