The document discusses how robotic process automation (RPA) is transforming human resources to enhance productivity and employee satisfaction by automating routine tasks. It highlights the shift from viewing employees as costs in the industrial age to valuing human capital in the digital age, emphasizing the importance of employee engagement. The document also cites a case example of EDP Valor, which successfully implemented RPA, resulting in significant time savings and improved employee focus on strategic initiatives.

1. The Future of HR
How RPA Technology is
Automating HR to Save Time &
Increase Productivity

2. The world is in the middle
of a major revolution in the
way that work is done.

3. And the way businesses view
the role of the human worker
has changed significantly
from the Industrial Age to the
Digital Age.

4. 4
Industrial Age
During this time, company’s
access to natural resources
made it competitive.
People were viewed as the
cost of doing business.
Digital Age
Now, companies compete
over intangible assets such
as IP, culture, and talent.
Retention and satisfaction
of people is now essential
to survival.

5. 5
Artificial
Intelligence (AI)
Robotic Process
Automation (RPA)
Unlike the previous labor shifts, the technologies
driving the current revolution is digital. Specifically:

6. 6
Artificial
Intelligence (AI)
Robotic Process
Automation (RPA)
Unlike the previous labor shifts, the technologies
driving the current revolution is digital. Specifically:
You’ve probably
heard of this.

7. 7
Artificial
Intelligence (AI)
Robotic Process
Automation (RPA)
Unlike the previous labor shifts, the technologies
driving the current revolution is digital. Specifically:
But not this.You’ve probably
heard of this.

8. 8
Robotic Process Automation (RPA)
• RPA is simply a technology that allows
businesses to automate tasks. (not jobs)
• These “robots” can carry out routine,
rules-based computer tasks in a way
similar to a human employee such as:
− Fill out documents
− Read and send emails
− Enter data

9. RPA fundamentally shifts
Talent Management and
Human Resources functions.

10. (BTW, we wrote an entire whitepaper
on this. Click anywhere on this slide
to check it out.)
RPA fundamentally shifts
Talent Management and
Human Resources functions.

11. 11
Create a better employee
experience to recruit and
retain talent.
By adopting such automation, HR can:

12. 12
Create a better employee
experience to recruit and
retain talent.
Give HR professionals
more time to train on
cutting-edge tools.
By adopting such automation, HR can:

13. 13
Create a better employee
experience to recruit and
retain talent.
Give HR professionals
more time to train on
cutting-edge tools.
Increase job satisfaction by
reducing repetitive tasks.
By adopting such automation, HR can:

14. 14
Create a better employee
experience to recruit and
retain talent.
Give HR professionals
more time to train on
cutting-edge tools.
Increase job satisfaction by
reducing repetitive tasks.
Create more time to
understand which processes
can be automated.
By adopting such automation, HR can:

15. 15
Create a better employee
experience to recruit and
retain talent.
Give HR professionals
more time to train on
cutting-edge tools.
Increase job satisfaction by
reducing repetitive tasks.
Create more time to
understand which processes
can be automated.
Give HR more time to
spend on tasks that
enhance performance.
By adopting such automation, HR can:

16. 16SOURCE: Gallup
The time is now.
87%
87% of employees worldwide
are not engaged.

17. 17SOURCE: Gallup
The time is now.
87%
87% of employees worldwide
are not engaged.
$450B to $550B
Disengaged employees cost
U.S. companies $450B to
$550B per year in lost
productivity.

18. 18SOURCE: Gallup
The time is now.
87%
87% of employees worldwide
are not engaged.
$450B to $550B
Disengaged employees cost
U.S. companies $450B to
$550B per year in lost
productivity.
147%
Companies with highly
engaged workforces
outperform their peers by
147% in earnings per share.

19. 19
Here at UiPath, we recently worked
with EDP Valor on implementing
their RPA initiatives.
Let’s use them as an example.

20. 20
EDP Valor similarly wanted to automate and save time.
Within the first year of adopting RPA we helped EDP:

21. 21
EDP Valor similarly wanted to automate and save time.
Within the first year of adopting RPA we helped EDP:
Automate
84
workflows

22. 22
EDP Valor similarly wanted to automate and save time.
Within the first year of adopting RPA we helped EDP:
Automate
84
workflows
Resulting in
55,000
hours saved

23. 23
“We made it clear that our RPAproject was not
intended to replace human employees.
We always wanted our employees to do
the work that they were passionate about.”
- Jacinta Carvalho, Head of RPA Center of Excellence

24. This example only shows
the beginning of all that’s
possible with RPA.

25. 25
We’ve seen RPA help HR orgs
rethink work in a number of ways.
Talent acquisition professionals
Spend less time sourcing and assessing
candidates and more time meeting qualified
candidates and attending talent scouting events.

26. 26
We’ve seen RPA help HR orgs
rethink work in a number of ways.
Benefits professionals
Focus more on well-being initiatives rather than
on health and wellness program administration.
Talent acquisition professionals
Spend less time sourcing and assessing
candidates and more time meeting qualified
candidates and attending talent scouting events.

27. 27
We’ve seen RPA help HR orgs
rethink work in a number of ways.
Benefits professionals
Focus more on well-being initiatives rather than
on health and wellness program administration.
Employee relations professionals
Focus on developing programs that prevent
issues from happening rather than investigating
cases after incidents have occurred.
Talent acquisition professionals
Spend less time sourcing and assessing
candidates and more time meeting qualified
candidates and attending talent scouting events.

28. 28
We’ve seen RPA help HR orgs
rethink work in a number of ways.
Benefits professionals
Focus more on well-being initiatives rather than
on health and wellness program administration.
Employee relations professionals
Focus on developing programs that prevent
issues from happening rather than investigating
cases after incidents have occurred.
HR business partners
Participate in business-unit unique initiatives they
never would have had the luxury to attend before.
Talent acquisition professionals
Spend less time sourcing and assessing
candidates and more time meeting qualified
candidates and attending talent scouting events.

29. 29
We’ve seen RPA help HR orgs
rethink work in a number of ways.
Benefits professionals
Focus more on well-being initiatives rather than
on health and wellness program administration.
Employee relations professionals
Focus on developing programs that prevent
issues from happening rather than investigating
cases after incidents have occurred.
HR business partners
Participate in business-unit unique initiatives they
never would have had the luxury to attend before.
Learning and development professionals
Focus on reskilling the current and future
workforces for the digitally-transformed enterprise.
Talent acquisition professionals
Spend less time sourcing and assessing
candidates and more time meeting qualified
candidates and attending talent scouting events.

30. 30
“Bots can act as a ‘third arm’ for the HR
organization by supporting transactional
activities such as time collection, payroll,
and record keeping.”
- McKinsey & Company Analysts
The benefits of RPA are extensive.

31. 31
Want to learn
more about how
RPA can create a
more human-
centric
workplace?
Download our free ebook