Technology adaption has elevated expectation of efficiency in every function. As burgeoning company’s pace is to scale rapidly, efficiency and agility becomes key approach for every function. Also given that startups function on limited resources, enabling HR automation supports the resources to focus on high value tasks rather than be tangled with backend process.
HR Automation refers to automating processes to facilitate outcomes with minimal human efforts. Its also to focus on not just the outcomes but also the experience that the process puts one towards.
Data Driving approach:
Automating the process of reporting and data management would help save a lot of hours, make the data more accurate. It also makes it very quick to get the reports in time to support decision making. The team can then focus their efforts on analytics and decision making.
Benefits administration:
Automating various daily mundane yet important tasks like festive communication, greetings for an occasion etc. Automating the distribution and communication process of benefit administration. This can add value by personalizing the communications and increasing the efficiency in employee experience.
Recruitment Operations & Onboarding:
Several hours are spent on various repetitive tasks which could be automated here. The focus could be increased on facilitating the settling in experience for the new employee. Daily check-ins in the first week, introducing the new employee with other teams and being proactive in addressing any of their concerns.
Research & Learning:
At startups the only thing constant is to keep evolving and aligning with the vision, leadership, market situation. This can sometime create kerfuffle in the professional space that one must sail through. Technology can be the pillar to lean on to get the necessary support and guidance as well. HR when muscles up using technology, can focus on staying aligned with the business, so they can value add by aligning their processes, strategy and outcomes. Technology can become a great research partner and learning mentor not just for HR as well.
Learning & Development:
Leveraging technology in this space usually starts slow. Tracking the current skills of the employees and assigning key skills required for every job role as early as the requisition stage will help you access the skill gap in the organization. Learning is more accessible now than ever has been. Plugging in technology and automating learning goals for resources would help the organization grow quicker.
While these are some examples, its an open field for HR and organization to be creative in being agile and adapting technology to suit the needs of the organization. The key is to access if the technology is enabling efficiency in the experience and outcomes of that process.