Hapag Lloyd: A Smooth Automation Upgrade to SS&C Blue Prism v7.2
Historically, an organization’s human resources (HR) function has largely been a compliance and brokerage department, acting as an intermediary between management and employees. This approach means that organizations aren’t fully utilizing the potential strategic value that HR can bring beyond administrative work. Instead, HR teams spend significant effort on manual, repetitive and tiring work.
There’s an untapped opportunity for HR to shape your organization's success and drive innovation through the strategic management of human capital. Beyond addressing compliance and risk, they can optimize workforce productivity and efficiency by introducing strategic objectives to talent management, resource allocation and workforce planning. This means helping management understand the options available for getting work done within an organization.
By embracing HR transformation, you can unlock HR’s competitive value, empowering the department to become a strategic catalyst for your success. In this blog, we go through how to unlock these capabilities through the support of a digital workforce and intelligent automation.
Simply put, HR is a vital business function that faces several challenges due to the high volume of transactions, repetitive activities, paperwork and manual intervention in several of its processes. This leads to:
HR transformation efforts address these challenges by streamlining these processes, reducing inefficiencies and adjusting HR’s focus from transactional activities to strategic planning and supporting business strategy. And in a fast-evolving, digital-first world, this strategic thinking is more critical than ever for business success.
HR transformation represents the evolutionary path of the HR function. It involves continuously enhancing and integrating service delivery, talent strategy and technology within the HR operating model to drive operational excellence and create greater business value. HR transformation enables HR leaders to reshape processes and align people, processes and technology with organizational goals for long-lasting success.
The role of HR is evolving. Employee-employer dynamics have shifted and the hunt to get and retain talent is more competitive than ever. This has led to business leaders prioritizing outstanding employee experiences to attract and keep excellent workers. As a result, the HR department is transforming to provide more people-centric experiences with HR Automation, where employees can give individual attention and support instead of focusing on administrative work. After all, HR is about the people.
One of the best ways to start is through digital HR transformation. It involves leveraging HR technology and digital solutions, such as intelligent automation (IA) and robotic process automation (RPA), to enhance HR processes, improve employee experiences and drive strategic decision-making.
Intelligent automation (IA) is a combination of cognitive technologies that can streamline and optimize business processes and decision-making. These include robotic process automation (RPA), artificial intelligence (AI), business process management (BPM), process intelligence, no-code development, natural language processing (NLP) and machine learning (ML).
Robotic process automation (RPA) uses software robots to automate digital activities usually performed by human workers. You teach them to manage low-value, repetitive jobs to allow your staff to focus their time on more valuable operations.
When you start implementing IA and RPA into your HR functions, you can almost immediately see the benefits:
Learn more about how IA helps HR functions combine people, systems and processes on a unified platform to achieve unrivaled benefits.
There are several types of strategies the HR team should consider. The strategy or solution you choose will depend on your organization’s goals and motives for undergoing HR transformation:
At SS&C Blue Prism, we’ve automated over 10,000 cases in five months to save our business over 2,000 hours of HR tasks. Watch the video below to learn how we did it!
To help you get started with HR transformation and leverage the full potential of your digital programs, we recommend breaking up your journey into five stages as outlined in our SS&C | Blue Prism® Robotic Operating Model 2 (ROM™2). This way, you can ensure your organization has robust HR automation capabilities.
HR impacts nearly every other department. So, you’ll want to start developing a clear strategy and governance framework aligning with your organization’s vision. You’ll also need to get buy-in from the rest of the organization.
Seamlessly connect HR employees with digital workers to unify your workforce. An established organizational model will help you frame roles and responsibilities and keep your transformation on track.
Tip: Set up a reliable Center of Excellence (CoE) consisting of critical thinking across the organization to upskill and educate your workforce.
Discover opportunities for your organization’s transformation by researching, consulting and designing your operating model. Think about your organization’s requirements and consider whether hybrid solutions are valuable to you.
Align your intelligent automation delivery methods for improved integration. Keep quality assurance top of mind by testing, introducing and monitoring.
Use best practices to reach a streamlined workflow and maintain control of HR operations.
Download our HR automation starter kit for step-by-step help on your automation journey, including which processes to automate first and how to strategize your HR operations with IA.
Automation has the potential to revolutionize HR. Here are some compelling use cases:
The hiring process can be daunting for HR employees, who have to spend hours sifting through applications, resumes and coordinating interview resources. Here, digital HR transformation can help sift through text-heavy resumes. Digital workers can quickly analyze uploaded documents for content matching the job description and then route the relevant ones to an HR employee for further processing.
Employee onboarding can be a long, drawn-out process as it involves multiple teams and resources to coordinate. This can be made even more challenging as standards change and processes are done sporadically — making it a real headache for your HR department.
IA ensures a smooth, quick and efficient onboarding process. Through automated workflows, electronic document management and personalized onboarding portals, employees can take onboardings into their own hands, reducing manual intervention from the HR team so they can focus on other tasks.
Manual payroll administration and expense accounting are time-consuming, repetitive and error prone. HR teams are often overwhelmed and don’t enjoy the task, but both are essential for a business to operate.
Fortunately, due to its nature, payroll and expenses are well suited for automation. IA and digital workers can help verify timesheets, detect anomalies and create paychecks. All this helps to create accurate payments and speeds up payroll and expense administration.
Explore more IA and RPA use cases in HR, including how to identify the best processes for the best automation candidates.
By offering new solutions, like a digital workforce, to management teams across the organization, HR can become a strategic partner by providing creative and innovative staffing options. As part of your HR transformation strategy, a digital workforce offers the business new competitive options to win market share, scale operations and increase customer satisfaction, leading to higher business value.
If your organization hasn’t yet considered a digital workforce as an option for tackling common and complex tasks, then you need to look into it, because your competitors are already using digital workers to get ahead.
If you’d like to learn more about how to scale automation across your organization, we encourage learning through a broader perspective here.
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