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Robotic Process Automation in HR

The human resource department is entitled to some of the most labor-intensive tasks. Most of these tasks are paper-based and repetitive in nature. HR is responsible for handling most of the administrative and operational processes of an organization.

A survey conducted a few years ago indicated that most of the tasks associated with HR are still paper-based and are heavily dependant on human intervention. They found that processes such as employee onboarding, separation, and file management are still nearly 50% paper-oriented. High performing and efficient HR departments all have integrated automation tools for turning the tables in their favor.

  1. Resume screening
  2. Onboarding
  3. Data management
  4. Payroll management
  5. Compliance


Resume screening

Screening and hiring new human resources is an integral part of the HR department. It often becomes a very time-consuming procedure as finding and shortlisting the right candidate is never easy. Studies suggest it takes on an average 3 working days to hire a single candidate.

Automation tools can help steer clear of a lot of these hassles. RPA tools can be programmed to collect and sort relevant resumes and forms. They can also be used for verifying, comparing, and sorting them automatically (fully or partially) without human intervention. After completing the collection phase, these tools can be used for shortlisting and notifying the candidates.


Onboarding a new hire is often a multi-process operation. You need to coordinate data retrieved from multiple sources for creating a new account. With the help of Robotic Process Automation, the user account can be made to activate automatically for an onboarding workflow. Bots would be guided by predefined rules that dictate which credentials to assign to whom and which documents to send.

RPA thus plays a vital role in streamlining the whole onboarding process. The newest human resources could be assigned IDs much faster. This helps in not only fast-forwarding the onboarding but also makes it possible for the new hires to start working immediately.

Data management

An organization needs to keep track of a lot of different types of data. These data could be about the employees (both past and present), applicants, projects, bidders, contractors, or new hires. The data itself might be related to different aspects of the organization such as regulations or payroll.

To manage and keep track of the bulk data, you need to have an orchestrated, efficient, and consistent system that makes it easy to store, retrieve, and manipulate them when needed. There is also the additional headache of manual errors often introduced by incorrect usage.

Robotic Process Automation is an effective tool that can address most of these issues. With the help of intelligent tools, it becomes much easier to keep the data in order. Moreover, as most of the manual interaction is replaced by the software bots you minimize the risk of introducing external bias and error into the data.

Payroll management

Payroll management is one of the many tasks the HR department is responsible for. Some of the challenges in payroll management include lack of data visibility and integrity, limited ability for leveraging standardization, etc. These lead to inaccuracy in the data, incorrect submission, and delay in completing the payment.

Payroll tasks are also very repetitive in nature due to being dictated by strict rule-based guidelines. This makes them a perfect choice for automating through the use of RPA tools. This helps reduce the accuracy and increase the throughput greatly.


The human resource department is not merely in charge of maintaining the data, but it also makes sure that all the data comply with the existing laws and regulations. In case some of these laws change, which is very often the case, by the way, they would make sure to take the necessary actions to adapt to these changes.

Labour laws, for example, are prone to changes and modifications. Each time there is some significant modification to the law, the organizations need to make the necessary changes.

This dynamic environment makes the job of the HR department a hundred times complicated and harder. Each time the laws go through some modification or some regulation gets altered, they need to adapt and prepare the compliance reports. Automation tools make this task a lot less painful. By leveraging the power of the latest technologies they help adhere to the constantly changing regulations.


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