The following are some of the advantages of using RPA to automate common HR processes:
Robotic Process Automation has an immense number of uses for Human Resources, but to list down a few of them, here are some RPA use cases in Human Resources given below :
You no longer need to ask your staff to spend a significant amount of time sifting through a large number of resumes and application forms for open positions. Software robots can quickly gather all of the files and compare them to the job requirements list.
These specifications can be thought of as pre-determined guidelines for the selection process. The best candidates will be notified and invited for interviews, while those who do not meet the criteria may be rejected. All of these tasks can be done by bots instead of humans.
This is one of the most crucial stages for new employees, as they learn about their new function, the corporate culture, and how to accomplish their daily activities. At the same time, onboarding is one of the most difficult procedures due to the amount of new information that the organisation must provide: from creating new accounts to providing access rights and passwords for various systems.
The entire procedure can be streamlined using RPA: a specific template for the onboarding workflow can be engaged automatically by the user, and software robots can be used to provide new credentials to the new employee, among other things.
When a new team member joins, data from many systems must be combined to generate a new user account, email address, and access rights for apps, IT equipment, and so on. Data integration capability is required to identify the agreement between an employee’s profile and preferences and standard company practices.
The user account can automatically activate a specific template for the onboarding workflow with robotic process automation, speeding up the entire process. The bots can then make rule-based judgments about which credentials to assign, which onboarding documents to provide, and so on.