What is HR automation?
HR automation, in broad terms, signifies the inclusion of technology in HR operations. Common uses of HR automation are applicant job tracking, onboarding software, and payroll systems, among other aspects, which give HR professionals excess time to focus on more strategic initiatives.
What happens when SME’s fail to deploy HR automation?
SME’s across India are yet to fully recover from the nuances of COVID, and there is a growing concern about the way human resources are deployed to attain efficiency. As employees in various positions are spread across the horizon, there is a potential vulnerability in the way HR departments are functioning. Most of the time, there is complete chaos in the way payroll, attendance, induction of new staff, leave management, training & development, performance management, and exit interviews, amongst other vital HR aspects, are being executed. This leads to stagnation and the erosion of resources.
How can PEAK support deploying customized HR automation for your organization?
Currently, Indian SME’s have a complex structure with hybrid, remote and normal reporting of workforce. In such cases, the department that faces the heat is HR. In such situations, there needs to be a round-the-clock and omnipresent resource that needs to capture real-time data, prepare reports and charts, and maintain huge databases. These data need to be properly structured and made available to business owners to make strategic decisions. Hence, we at PEAK will help your enterprise deploy technological solutions—HR automation—that focus on increasing the possibilities to stay in the race in these ever-changing and challenging times. We carefully work towards executing business plans that use fewer resources, improving employee experiences within permissible time frames, and increasing profits by deploying HR automation.
PEAK METHODOLOGY
Action 1: Formation of Implementation Team:
- Establish a cross-functional team including HR professionals, IT experts, and key stakeholders.
- Assign roles and responsibilities to team members, designating project managers and subject matter experts.
Action 2: Needs Assessment and Goal Setting:
- Conduct a comprehensive assessment of current HR processes and pain points.
- Define clear objectives and goals for HR automation, aligning them with organizational priorities and strategies.
Action 3: Solution Evaluation, Customization and Configuration
- Evaluate HR automation solutions that best fit your organization’s needs and budget.
- Assess factors such as functionality, scalability, security, and support services.
- Collaborate with the vendor to customize the automation solution according to your specific requirements.
Action 4: Data Preparation and Migration:
- Cleanse and organize existing HR data to ensure accuracy and completeness.
- Develop a data migration plan, mapping data fields and formats from legacy systems to the new automation platform.
Action 5: Integration with Existing Systems:
- Identify integration points with other business systems such as payroll, ERP, or time tracking software.
- Coordinate with IT teams to establish data connections and ensure seamless data exchange between systems.
Action 6: Training and Change Management:
- Develop a comprehensive training program for HR staff and end-users on how to use the new automation tools effectively.
- Provide ongoing support and resources to address user concerns and facilitate adoption.
Action 7: Full-Scale Deployment:
- Roll out the automation solution gradually, department by department, based on the results of the pilot test.
- Communicate the launch plan and timeline to all stakeholders, ensuring transparency and alignment.