Robotic Process Automation for
HR and Payroll

RPA Use Cases for HR

The following are three of the top applications of RPA in HR and Payroll:

1. HR Onboarding
   • Onboarding is one of the most critical functions in any organization. A recent study by Glassdoor found that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. All new hire forms can be automatically sent to the employee which in turn keys off the creation of the employee’s new email account, creates their CRM profile, provides job training assets, and then continues to monitor their progress and provides management with timely updates and reports.
2. Termination automation
   • Because software is ubiquitous in today’s business environment, so is the need to seamlessly deactivate software licenses and access upon termination of employment. This includes the deactivation of email accounts, access to confidential data, and other proprietary company assets. All of the offboarding can build in reporting to management which ensures a seamless transition.

RPA Benefits in HR

1. Improved security
   • Timely restriction of confidential company data protects a company from potential damage to data integrity and reduces liability in the event that a former employee leaves on unfavorable terms. Not only can access be restricted, but RPA can provide management with customized reports detailing the digital footprint of a former employee with database and web-based systems.
2. Improved speed of implementation
   • An abrupt employee termination (whether voluntary or involuntary) creates an immediate need for account restrictions to occur. The average company utilizes dozens of software packages – monitoring each employee’s access is a time consuming and manual process. RPA uses rule-based AI to quickly deactivate account access with the click of a single button, resulting in faster account restriction, better accuracy, and ultimately fewer accounts being “held hostage.”