Typical HR tasks include adequately managing the needs of the current workforce, maintenance of company culture, managing employee disputes, recruiting the right people to fill personnel gaps, report preparation, etc. The responsibilities of HR staff are on the rise, so they might really benefit from digital assistance. Read more here... https://www.cigen.com.au/cigenblog/8-real-world-use-cases-robotic-process-automation-rpa-hr

1. 8 REAL WORLD
USE CASES
for Robotic Process
Automation (RPA)
IN HR
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2. RPA in HR can streamline processes like
recruitment, onboarding, data management,
compliance, etc. Equally important is the fact
that automation frees people working in HR
departments to focus on the use of their
communication skills for proactive hiring,
supporting the development of company
culture, and other value-added activities.
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3. 1. RESUME SCREENING
AND CANDIDATE
SHORTLISTING
Nowadays you no longer need to ask your
employees to spend a lot of time going
through many resumes and application
forms received for open positions.
Software robots can easily gather all the
files and compare the information with
the list of job requirements.
These requirements can be viewed as
predefined rules which guide the
selection procedure. The best candidates
will then be notified and called for
interviews, while those who don’t match
the rules can be sent rejection
notifications.

4. 2. OFFER LETTER
ADMINISTRATION
The content of offer letters must comply
with different sets of regulations
(company, law, etc.), and also,
they must be well-tailored to the
particular selected candidate. These
regulations are normally
stored in various systems and databases,
which makes manual verification
and cross-checking not only time
consuming, but also prone to error.
Software robots, on the other hand, can
quickly gather all the needed
information, create the offer letter, send
it, and eventually monitor the
appropriateness of returned documents.

5. 3. ONBOARDING NEW
HIRES
With robotic process automation, the user
account can automatically activate a
particular template for the onboarding
workflow for a new employee, and this
streamlines the whole process.
The bots can then make rule-guided
decisions as to which credentials to
assign the new employee, which
onboarding documents to send, etc.
RPA thus makes a significant contribution
to helping new employees dive
immediately into their work, find their
place in the team, and feel ‘at home’ with
it.

6. 4. TRAVEL AND EXPENSE
MANAGEMENT
The manual processing might involve
issues like late expense submissions,
missing receipts, unclear expense
justifications, etc., which negatively
impact compliance as well as employees’
satisfaction.
Software robots can make the process
more efficient by checking individual
expenses against both company
regulations, and external expenditure
norms.

7. 5. EMPLOYEE DATA
MANAGEMENT
‘Employee’ refers to current and past
employees, applicants, contractors, and
new hires. ‘Data’ covers company
regulations, payroll and benefits. These
specifications are meant to emphasize
that employee data management
requires orchestrated, consistent actions
across several databases with different
data formats.
RPA can easily handle this, minimising the
risk of incorrect data entries. By regular
performance of data cleansing tasks, it
ensures data compatibility across multiple
databases.

8. 6. ATTENDANCE
TRACKING
Something like ‘learned carelessness’
might stand in the way of proper use of
the absence management system by
employees themselves. Size also matters
at this point, in the sense that the bigger
the company, the more difficult it is to
accurately review time records.
Software robots can cross-check self
reports against time logged in the
company record, and report
inconsistencies to the HR staff. They can
also recommend reallocation of
workforce resources when confronted
with major absenteeism, and thereby
prevent workflow disruptions.

9. 7. PAYROLL
MANAGEMENT
Payroll can be viewed as a perfect
example of repetitive, monotonous tasks
that companies can’t do without.
It typically involves large amounts of data
entry, which can often lack integrity or
visibility, and this ups the risk of error.
Bots reduce this risk to zero, while also
considerably decreasing waiting time.
Avoiding delayed payments will have a
positive impact on employees’ level of job
satisfaction.

10. 8. COMPLIANCE AND
REPORTING
Labour laws are among those that suffer
most frequent modifications, given the
need to adjust to changes in the
workforce socioeconomic status, and to
provide workers with adequate health,
safety and welfare conditions.

11. Consider, for instance, the legislative development in Australia, where
the Workplace Relations Act of 1996 was already replaced in 2009 by
the Fair Work Act. This dynamic environment makes it rather difficult for
HR representatives to adapt and prepare compliance reports.
Leveraging robotic process automation in HR facilitates organisations’
adherence to constantly changing compliance regulations, and
preparing accurate reports by integrating data from multiple systems.
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12. CONCLUSION
RPA is not the only automation solution for HR. However, this list of use
cases makes it clear that it represents a feasible approach for
expanding businesses. In order to become more competitive, companies
will have to adapt to a growing number of employees, and to a growing
amount of data and paperwork.
RPA deployment promises a more efficient data management, and
consequently it streamlines rule-based HR processes. It also has good
premises for improving employees’ satisfaction with their work.
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13. THANK YOU FOR
YOUR INTEREST
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