Antoine Starek (Senior Director, Digital Employee Operations) talks to Florence Rolland (Intelligent Automation Offering and Business Developer) about how intelligent automation is helping organizations apply the human touch within their HR operations.
Antoine Starek: Hello Florence. I’d like to start by asking you about the automation of HR processes, and the changing role of the HR professional?
Florence Rolland: Of course, the role of an HR professional will evolve in the coming years as business processes become more and more equipped with intelligent automation and digital tools. In fact, we estimate that by 2022, 30% of organizations will have an AI-based solution in their HRO system – up from just 17% today.
This doesn’t mean HR roles will disappear – rather it will evolve back to its original purpose, with HR professionals having more time to focus on interacting with employees on a human level.
Why is it so important for us to automate our HR processes?
There are a couple of building blocks we need to keep in mind here. The first, of course, is cost – after all, everything takes time and effort! The HR function has a lot to focus on and there are certain things that they shouldn’t spend any time on.
Intelligent automation – and more specifically Capgemini’s Intelligent Process Automation (IPA) offer – can help reduce costs and enable HR professionals to focus on more business critical tasks, creating more efficiency within HR teams in the long run. So, really reducing the impact of repetitive, time-consuming tasks in the HR function is what we should focus on first when we begin implementing intelligent automation solutions into the HR field.
Could you give us a few examples of this?
Yes absolutely. For example, IPA is able to understand and extract data and critical information from a variety of sources such as curriculum vitae documents. It takes key information the HR team needs and uploads it into the organization’s human resources management (HRM) system. This helps HR professionals save time in the recruitment process, and enables them to focus on bringing more value into their organizations.
IPA can also support simple tasks. For example, HR functions can implement chatbots to handle Q&A tasks and simple query resolution requests, because they are typically linked to an organization’s ERP system.
How can we ensure that everyone’s needs can be met at every level of the organization? And how do we build a HR system that is accurate, available, personalized, and frictionless?
Today, automated systems are able to help HR professionals make very strategic decisions whenever they see fit. IPA can make accurate predictions around topics such as hiring requirements and emerging roles, as well as highlighting training opportunities employees may be interested in based on skills that are needed within the organization. However, it’s also important to note that, despite the implementation of automation, HR professionals are the decision-makers at the end of the process.
To conclude, the role of an HR professional will evolve in the coming years, and this will lead to a new frictionless, self-service reality for HR teams and professionals. This will enable organizations to apply more of a human touch within their HR operations – enabling them to put people back into the heart of HR.
Thank you Florence, that’s a great summary – we need to put the human back into HR. To do that we need to provide the technology to accelerate the decision-making process by removing repetitive tasks and focusing on what’s important.
Antoine Starek leads HR transformation projects for clients, and is responsible for all aspects of project and client management and people management skills.
Florence Rolland helps clients transform their business operations, leveraging the combined power of AI and RPA to create working solutions that deliver real business value.