Automation is almost everywhere now. As the “new norm,” IA (intelligent automation) plays a vital role in our day to day lives. From Lyft giving instant access to a ride and Alexa keeping track of a complete grocery list, intelligent automation is helping in making our lives easier. With very less effort required on automation is almost everywhere now.
AI and intelligent forms of automation are entirely changing the ways organizations operate. HR is no exception. HR leaders are leading automation efforts for their employers.
There was a lack of automation in HR companies especially it became even more challenging given the dramatic rise in workloads in recent years. Competing to keep up with the high volume of work, intense pace, and employee demands, HR companies understand that emails and spreadsheets don’t cut it in today’s world of increased automation and that the time has come to update their systems where intelligent automation is the key to make it easier.
What is Intelligent Automation
Before we inspect how IA is evolving, it is always essential to clarify what is meant by the term. So basically Intelligent automation is the combination of artificial intelligence and automation. Given the relative novelty of this market sector, at least for services support, there is a lot of confusion around terminology, with the tendency to sweep everything into the “RPA” moniker. Bringing some sharpness to the patter, IEEE Standard 2755 was approved in June 2017 and was published in September 2017. This initial standard is a guide to different terms and concepts. IEEE 2755.1 is majorly under development and will give a taxonomy for these new technologies in recognition of the remarkable interest they are receiving, an explosion of solutions. This work would assist practitioners to compare offerings across providers as the industry falls into line behind the terminologies, and adopts different common standards.
HR departments want to provide the best service but are often bogged down with the same requests and tasks. To avoid these pitfalls, companies should look at the facts, consider the benefits of automation, and make an actionable plan.
Implementing AI in HR
Make a Plan
To avoid hitting the breaking point, HR companies need to take action today. The following steps will help organizations as they start down the path to full HR process automation.
- Identify HR processes that need upgrading.
Create a catalog of HR services that could benefit from automation. Typically, these are services that have a very high degree of repeated tasks performed by HR or by employees and their managers. These could include services like tuition reimbursement, gift matching, and employment verification to more complex ones like leaves, relocation, offboarding and onboarding. Plan for possessions on and touchpoints with other departments providing service including IT and Real Estate.
- Prioritize services.
Next, prioritize the HR services in need of automation based on its frequency, volume, and impact. Create a compute roadmap based on these findings. For example, an important yet infrequent natural disaster should be the utmost priority with automated processes in place for if/when these events occur. Also, the productivity benefits associated with automating onboarding in high growth or high turnover company can be significant.
- Help thrive in an automated world.
Almost 94 percent of business leaders believe automation will grow the demand for skills such as collaboration, creative problem-solving and communication. Many of today’s HR teams are overwhelmed with manual tasks and may not have the skillset to prosper in an automated workplace. Making sure that proper training is set up to assist HR professionals through the transition so they can feel superior equipped and successful at work.
Nowadays we have many voice chatbots, that is very helpful for different HR processes.
- Voice Chatbot
Chatbots in HR, are here to upgrade the overall employee experience and cater to the various needs of the workforce. Chatbots can completely transform the HCM software and make it much more useful. Additionally, a chatbot interface can be used in HCM software to enhance Recruitment management, performance, benefits, and Administration. Darwinbox well-implemented voice chatbot can boost the HR related productivity of employees.
While in variance contrast, asking HR questions on your phone through a voice-activated chatbot and gaining information can be much more effective and engaging. For many legal reasons, HR would want to maintain its repository of written documents. But if it wants to keep the attention of employees and managers, it must offer a range of more comfortable to digest voice. These non-text options are categorized into different functional areas of HR.
- Providing Policy Information
- Benefits related questions
- Employee Engagement
- Feedback
- Payroll Assessments
On the other hand, Voice chatbots offer the advantage where it can be listened to when you are waiting or walking. If your complete focus is on giving information that is viewed, heard and acted upon, its time to start a significant shift toward voice activated responses and podcasts.
Conclusion
While many organizations have started to use intelligent automation, research shows the pace is not that much to keep up with the rising amount of work expected in the coming years. By following all set of practices for successful HR process automation and company change, organizations will start to see fast results in costs and efficiency for HR along with overall employee satisfaction and productivity.