How automation has a strategic impact on HR

Today, automation has a strategic impact on the various HR processes. Among those most often mentioned by HR managers, let’s mention:

• Payroll management for 82% of entries. In this process, the system allows you to save time but drastically limits the number of data entry errors, errors that can have significant negative consequences for the company such as forgetting a bonus, or incorrect counting of vacation days.
• According to 67% of HR managers, people administration is 67% error-free, saving time by quickly and easily retrieving the data required.
• Time and Activity Management for 60% of the people consulted contributes to improving employee flexibility by allowing them to quickly and easily adapt their working hours.

For Markess, this can be explained by:

The growing importance of the ’employee relationship’ due to the company’s awareness of the need to respond to the new requirements of the employee (well-being at work, flexibility, etc.) and to ensure his or her total involvement.

The realization of time savings was mentioned by 74% of HR decision-makers. Amongst the processes where automation allows significant time savings, the ‘personnel administration’ process was mentioned by 97% of HR managers. The time saved on this process allows the HR manager to concentrate on other tasks with higher added value for the company.

In the payroll process, for example, only 30% of the decision-makers mention financial benefits obtained through automation.

63% of HR decision-makers believe that automation helps reduce errors in the ATM process and 60% of them mention the payroll process.

Automation of HR processes that optimizes employee information: by refining the knowledge of its employees, the company will quickly be able to establish a relevant ’employee relationship’. The fineness and increasing quantity of data collected raise the question of cybersecurity and compliance with the GSPD. Indeed, how to properly understand, in the automation of HR processes, the management of ‘cybersecurity’ and the digital tools related to it?

With the Covid-19 crisis, the automation of HR processes becomes a notable problem of the company and its strategic impact is reinforced.

The companies thus start to define KPIs on the subject in order to measure the ROI of the automation on the performance of the HR processes and the impacts that it has on the management of the company. Among the KPIs most often taken into consideration are the following:

• The time saved in the conduct of the process was evaluated by 74% of HR managers.
• Error feeding, cited by 56% of respondents.
• Adhesion of the collaborators

Nevertheless, it should be emphasized that this trend is far from being a priority for companies. Indeed, 52% of the HR managers consulted admit that no KPIs are implemented today and that nothing is planned between now and 2022.

This last figure tends to reinforce the idea that even if the health crisis has profoundly changed the vision of companies on the issue of HR process automation, the treatment of this issue still remains unstructured.