What are the important factors to consider for successful HR automation? Human resource management involves a lot of repetitive and time-consuming tasks, leaving little to no time to focus on the actual people and their needs. That is precisely why so many companies are currently rolling out HR automation programs. While AI computers taking care of human resource tasks might sound a bit ironic, the results of successful automation have proved to be incredibly beneficial and positive for businesses. Here are some of the key dos and don’ts when implementing successful HR automation.

Dos and Don’ts of Successful HR Automation

Research and planning

HR automation is not something that you can copy and paste from one company to another – it’s a highly personalized process that will fundamentally restructure your company. Many businesses seek organizational consulting to help them better understand what can and should be done according to their individual needs. You simply cannot decide to “automate the HR processes” without extensive research and planning on the subject, therefore: 

Do: Choose the best technology and software for your business; Decide on a priority list for which areas of HR will benefit from automation the most; Think about your current capabilities and resources; Consider your long-term strategy and future expectations.

Don’t: Start with processes that are not a priority; Expect immediate results in employee productivity and efficiency; Copy the processes of other companies that may not be as suited to your business. 

Employee experience

Employee satisfaction should be a top priority for every business – happy people equals motivated, productive and loyal teams. When automating HR management processes, it’s important that both the HR team and the rest of the employees not only understand the reasons behind these changes but also see the benefits in them. Whether that’s onboarding and offboarding, training, payroll, or anything else, employee experience should be at the heart of your automation program. 

Do: Get everyone across the organization on board before starting to implement anything; Find the best automation solutions that work for your HR teams; Consider the user experience when introducing new HR software.

Don’t: Go for the cheapest and quickest solutions, without considering the priorities and needs of your teams; Ignore the questions and concerns of your workers before implementing changes. 

Gradual implementation

As with every substantial project, businesses must have a clear roadmap for HR automation. Trying to rush through it will most likely lead to lots of unfinished solutions, system issues, unplanned downtime, and, in some cases, processes that turn out to take longer automated than when completed manually. So, splitting the project into smaller, more manageable chunks is key. 

Do: Have a clear roadmap and deadlines for every process in HR you’d like to automate; Finalize and test the implemented changes before taking on anything new; Expect the HR automation process to cost you time and money, all for long-term benefits.

Don’t: Try to take on more than your teams can handle; Rush the process and therefore leave many loose ends that don’t work as well as they should.

Monitoring and feedback

HR automation is an ongoing process that has to be regularly monitored and adjusted if need be. When you think about it, you will not know how efficient your onboarding or employee training processes are until you have multiple real cases to look at. It is important to not only measure the improvements in productivity numbers but also ask everyone involved for their feedback on what could be done better and smoother. Again, including the opinions of your team in the decision-making process is not only beneficial to the business but also creates a motivated and happier working environment. 

Do: Keep regularly monitoring processes like time off management or employee attendance to ensure the best results; Always look for ways to improve the efficiency of your HR automation; Consider the feedback and suggestions of the HR teams as well as the employees who experience the changes first-hand. 

Don’t: Ignore the needs and wants of your employees; Forget about future opportunities and agility of your business when finding ways to improve your processes.

Data collection

Data collection and analysis is one of the most important roles in HR teams, as it can be used to track employee performance, the efficiency of various business processes as well as growth rates. This data is invaluable in helping inform such decisions as employee promotions, bonus allocation, budgets required for training, and much more. Therefore, when implementing automation in the various areas of human resource management, the best solutions for data collection, analysis, reporting, and storage should be considered. 

Do: Integrate data from the various sources into a centralized platform for easier handling; Make use of AI-driven technology to gain deeper insights using the same data; Find the best solutions to automate the time-consuming process of data collection as well as the production of comprehensive reports.

Don’t: Forget to ensure the highest levels of data security when implementing automated HR solutions; Retain manual and time-consuming data handling practices that can be easily automated and drastically improve the efficiency of the HR teams.

Hope now you know the Dos and Don’ts of successful HR automation.