Keeping pace with technological advances is a lofty goal, and many organisations don’t have the budget for frequent upgrades. Before you decide to automate HR, it’s important to weigh all the factors involved, such as the predicted growth of the company and the level of satisfaction (or dissatisfaction) with the current HR processes. Here are seven ways to recognise when the need for HR automation has become critical.
1. Workforce Has Outgrown HR Capabilities The more HR tasks that can be automated, the more time HR professionals can devote to attracting and sustaining a talented workforce and critical operational functions. If you’ve noticed a lack of recruitment efforts coupled with high turnover rates, an overworked HR department could be the cause.
2. Paper Maintenance Costs Have Become Unsustainable If operational expenses are eating too much into your HR department’s budget, they will only worsen if you stick with a paper-based system. Switching to an automated system can help HR departments spend fewer resources on operational processes.
3. HR Staffing and/or Budget Has Decreased Because an automated HR system requires less human involvement than a manual one, HR departments can operate efficiently, even with reduced staff. Additionally, HR professionals can keep track of documents more easily in a digital format, helping them maintain better compliance despite having limited resources.
4. Core Functions Have Become Subpar Do you or your HR colleagues get blamed for slow onboarding, or distributing tax forms at the last minute? Take a look at the most fundamental responsibilities of your HR department and see if any of them fall short.
5. Compliance Has Become a Nightmare If HR audits at your organisation result in fines, take weeks to conduct or identify problems associated with paper records, it’s probably time to go digital and automate HR.
6. Organization is Expanding Geographically If your organisation has been growing or is planning a major geographical expansion, manual, paper-based processes will do little to support its growing needs. Automation benefits not only the organisation that demands insight into its satellite offices, but the HR departments that must provide that insight.
7. Organisation is Merging With or Acquiring New Offices An organisation that hasn’t automated HR before a merger or acquisition should consider doing so as part of the restructuring phase. As the newly formed organisation assesses its workforce, HR can share valuable information with an automated system, or hinder strategic planning with a manual one.
So what do you think – is it time for HR automation at your organisation?
We strive to give you the best knowledge and expertise, drop us a message and our team will respond to your enquiry as soon as possible