Most of the HR executives unfortunately are saddled with manual nonvalue-added tasks in their daily routine. More than 70% of their time is spent either in coordination or in data management activities. They are left with very little time for employee engagement. This assumes greater significance, as the need to engage with employees has increased because of remote working situations. This is where technology can help. Adoption of RPA and AI can relieve HR executives from their coordination and data management activities which would allow them to spend more time with their employees

Some of the time-consuming manual HR activities that RPA+AI can take over

1. Posting of job openings on various social media sites based on a job-description

2. Searching and extraction of right-fit candidate resumes from various job-sites based on the job-description

3. Parsing critical information from resumes into a database or an excel sheet for further shortlisting or analysis

4. Shortlisting candidates from available resumes based on various parameters

5. Coordination for tests | Compilation of test scores | Ranking | Communication of the result to candidates

6. Coordination with various stakeholders such as panel members, candidates, hiring agency for interviews

7. Coordination with various stakeholders within the organization for fitment such as salary, position, grade, etc

8. Offer letter generation

9. Documentation during onboarding including data extraction from scanned mark sheets, certificates, medical reports, etc

10. Coordination with agencies such as IT, Admin, finance, payroll, etc to complete onboarding activities

11. Employee master creation in the HRMS system.

12. Data preparation for Payroll – Compilation of data from various systems to arrive at leave, time and attendance, benefits details and prepare them in a format that payroll engine understands

13. Various reconciliations such as

a. Leave and Timesheet entries

b. Payroll and LOP

14. Validations such as

a. Expense Claim validations

b. Incentive/Bonus claim validations

c. Leave encashment validations

15. Data preparation for statutory compliances

16. MIS reporting

Hyper automate HR processes. Let machine engage with machines. Let HR executives do what they are supposed to do.

TO DEAL WITH HUMANS