HR Automation

Businesses of all industries are implementing HR Automations solutions at a rapid pace to help speed operations and automate repetitive, manual tasks with more accuracy and efficiency.

The forefront players of today’s evolving modern workplace are none but our HR professionals and all they need to make a difference is to utilize those HR technologies methodically.

Executives expect digitalization to improve performance, cost savings, and overall competitiveness. 

With this hot technology taking ground, some organizations are unfortunately implementing without a proper roadmap and are not considering the challenges that may arise along the way, resulting in failed implementations and undesirable result

To assist in this process, below we list out some steps to consider in the HR Automation implementation process.

Step 1: Need Analysis and Suitability  

You shouldn’t feel alone while ideating your automation. 

If other teams in your organization use automation, ask them about it. If your peers at other organizations automate certain workflows, try to understand how they’ve built them. And if you use a platform that shares other automation users have built, take the time to explore them.

A critical piece of information that may influence the success of the implementation is the appropriateness of the process to be automated.

It is important for organizations to know if a process is suitable for automation.

Here are the main criteria that a process must fulfill to be successfully automated:

• A large volume of  transactions
• Frequent interaction with multiple systems 
• Ease of decomposition into unambiguous rules 
• No need or limited work intervention 
• Tasks prone to human errors
• High process maturity 
• High level of process standardization
• Low need of cognitive requirements
• High availability of digital data 
• Awareness of current costs

Step 2: Create a collaborative Organization

In the technology world, it’s all too easy to get carried away with features and capabilities and focus more on technology than people. Employee experience matters in every organization, because it sets you on the path for success.

Let’s start with a few of the most important ones.

Workflow Automation :

Almost every department in your business can benefit from workflow automation. Automatically generate business-critical documents, assign tasks and digitally sign, send and store data and files across multiple systems, Eliminate paperwork, avoid delays and save cost.

Data Integration :

Explore your data and find actionable insights by integrating data across multiple applications and systems. Measure efficiency of the workforce, interpret critical data, identify and resolve bottlenecks.

Extending the power of your apps:

Improve the agility of your enterprise-wide process by connecting business apps and workflows. Synchronizing your most important systems and content repositories with clicks, not code. Just drag, drop and publish.

Simplification of Work:

Simplification of work may be one of the most important and underutilized tools. Recognizing that we can’t slow the proliferation of technology, embrace the simplest, easiest and quickest method of doing work by leveraging the platform and digital workspace.

Step 3: Selecting an enterprise-grade platform

The future HR strategies are built on data and technology that will reshape the HR department as we know it today. 

Enterprise Automation (EA) platform enables you to use triggers and actions by “listening” to business events in your applications.  

According to most leading Global System Integrators (GSIs) and advisory partners,

Companies need the flexibility and modularity of a modern digital technology platform to quickly bring new business features into production.

These platforms use modern architecture principles such as Application Programming Interfaces (APIs), microservices, and containers, and run on an elastic cloud infrastructure, which can help teams rapidly develop, integrate, and deploy new capabilities and support exhaustive reusability.

Step 4: Proof Of Concept

Proof of Concept (PoC) enables the identification of good and bad practices. Every automation project needs a PoC to test whether the tool is suitable for the project and if it is the wrong tool or the wrong time, it may affect the project cost and cause failure in testing automation. Ideally, PoC should be more about business than technology. 

Step 5: Run a pilot and go live

Set targets for the pilot: 

These could be about accuracy (e.g. share of successfully processed invoices) or automation (e.g. cases completed without human intervention).

Run a live pilot: 

Each day, the team in charge of the process reviews a random selection of automation output.

Evaluate pilot results: 

Run a detailed evaluation considering rare cases and difficult inputs. 

Once the above steps and processes are acknowledged, a cost and benefit analysis should be performed to calculate the expected ROI from automation. 

Here are the  common Automations for HR that Topped the list in 2020 :

Employee onboarding & offboarding 

• Pre-hire to hire processes 
• Expense/PTO requests & approvals,  
• Compensation/benefits management 
• Performance, training & certification maintenance 
• Comprehensive back-office HR Hub maintenance
• Return to work 

Visit our HRTech page to know more!

Contact us by emailing hello@inceptasolutions.com or calling +1 (855) 818-0018 to learn how Incepta Solutions can help you with your HR automation strategy today.

About Incepta Solutions

At Incepta Solutions, our team of #InceptaInnovators is passionate about developing the bridge between people and operations, as we create stories that we can all be proud of.

Since our inception in 2010, we are recognized as trusted experts in providing digital services to global businesses. We are proud to be named one of the top 5 Information Technology companies in Canada on the Growth List 2020 (published by Canadian Business and MacLeans). In addition, we are humbled to be a certified Great Place to Work – Canada.

Our full suite of technology services includes:

Integration | Digital Transformation | Cybersecurity

Data Management | Cloud Strategy | Customer 360

Our Mission

At Incepta Solutions, we provide business solutions that solve challenges and enable future growth and success for our clients. We leverage industry-leading technologies to provide innovative solutions that are robust, of premier quality, and cost-effective.

Our Vision

In our growth journey, our goal is to become a global leader in digital transformation and enterprise solutions. We enable businesses all over the world to solve complex and critical integration challenges. As #InceptaInnovators, we hope to look back at these times on how we have helped global brands and enterprises achieve success. Our driving force is that one day, we are able to reflect on our shared journey and be proud of the stories we have created together.