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HR process automation: The 5 levers of success!

The implementation of processes and workflows is inseparable from a good organizational management of human resources.

In this context, the use of automation and artificial intelligence (AI) tools has become an imponderable that HR departments can hardly ignore.

Thanks to indicators collected in real time and presented on ergonomic dashboards, HR department employees can now :

  1. Identify at a glance all the activities on which it is necessary to act
  2. Put in place procedures to optimize work
  3. Save time between process steps
  4. Clearly identify bottlenecks
  5. Facilitate the flow of information
  6. Assist with compliance with employment law requirements
  7. Secure the flow and confidentiality of data
When it comes to managing HR processes, so-called “day-to-day” tasks often lead to complicated administrative procedures. And if not properly automated, these tasks can quickly become an obstacle course.

For example, when hiring or terminating an employee, automation solutions can prevent “human” errors in communication or information transfer between the departments involved (the employee’s operational department, IT, accounting, general secretariat, security, etc.). The more fragmented companies are in terms of the number of subsidiaries spread over a given territory, the more essential this type of automated management becomes.

The benefits of automation in 5 concrete examples​

1. Vacation requests

An automated application has a triple benefit:
  1. It allows the employee to record his or her request on a form that automatically indicates the number of days remaining that can be taken as leave.
  2. Schedulers can easily access a shared calendar to verify the proper distribution of time off within teams.
  3. And once the application is approved, automated data processing by human resources and finance is just a formality.

2. Recruitment, selection and hiring

The recruitment of new employees is one of the major HR procedures. Its management requires the mobilization of a certain number of employees within the HR department and the department concerned by the recruitment. The procedure is also divided into many successive stages:

The hiring request from the head of the department concerned, the request for selection of candidates, the internal and external search for candidates, the analysis and selection of CVs, the call to the selected candidates for interviews and tests, the presentation of the pre-selected candidates to the head of the department concerned, etc.

It is obvious that automating some of the steps in this complex procedure brings agility to the overall process.

3. Dismissal of an employee

Just as with recruitment, the dismissal of an employee is a complex procedure that is carried out according to very specific standards. The slightest error in calculation or procedure can result in financial losses or even legal action. The use of automation solutions makes it possible to standardize data processing and its compliance with established standards.

4. Integration of a new employee

The automation of processes is highly recommended to manage the successful integration of a new employee. IT tools will optimize the planning of their tasks and make them operational from their first day on the job. At the end of the day, notifications can be sent automatically to the staff in charge of follow-up.

5. Update of personal data

Collected when an employee is hired, certain data (emergency contact numbers, home address, etc.) must be constantly updated. This is a time-consuming task that is performed manually. By integrating this task into the automation of procedures, the HR department will only have to ask employees to fill out an automated digital form containing all this data. With the authorization of the hierarchy, this data can be integrated into a cloud-based system.
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