Digital transformation has played a pivotal role in driving workplace innovation and efficiency, streamlining processes and enhancing team collaboration. However, the strain on HR departments has increased as the workforce becomes more digital and dispersed.
Managing HR processes and documentation and communicating policy changes have grown more complex. The problem is further compounded since we often find that the rush to digital transformation means that many HR teams are now reliant on siloed systems and managing data from disparate sources. To stay ahead, organisations must adopt the next breakthrough technology: automation.
Unlocking new opportunities with automation
Automation is set to enhance the experience of HR teams by automating HR management and filling the gaps left by the myriad tools that now exist, which can slow teams down and lead to silos and inaccuracies. This way, their teams can claim back valuable time to focus on what matters most: their people.
Automation holds the potential to optimise operations across the entire employee lifecycle, making workflows more efficient, reducing errors and accelerating decision-making. For HR teams, automation can streamline HR processes such as recruitment, onboarding, document generation and management, performance management, payroll and more. In fact, nearly three-quarters of HR leaders believe technology is critical to the survival of their business. While digital transformation has already reshaped how we work, automation is set to take it to the next level, unlocking new opportunities for growth, innovation and productivity. So, how can organisations unlock new opportunities through digital transformation and automation?
Moving away from office-centric approaches
The pandemic accelerated the shift towards remote work, forcing businesses to adapt quickly. While some large organisations are now mandating their staff to return to the office for five days a week, the majority of UK organisations continue to offer remote working options for their workforce with 63% of employees working remotely either all or some of the time. This shift has prompted businesses to adopt more agile working practices to support this new way of working.
For HR departments, the continuation of flexible working has demanded a complete pivot to rethinking internal policies and procedures. They must ensure that remote employees remain engaged, productive and most importantly supported while also adhering to organisational standards. Traditional office-centric approaches are no longer viable, and HR teams need to develop approaches that offer support for employees working from any location, whether in the office, at home or on the move.
Giving employees 24/7 access to their files and data
Now that organisations operate in multiple locations and in different time zones, access to both their everyday work and important documents can no longer be constrained by geography or traditional business hours. Employees now expect access to HR systems and their personal files to be as seamless and accessible as the services they use in their daily lives such as social media, e-commerce platforms and streaming services. This always-on culture has shifted expectations, highlighting why HR services and document management systems need to be accessible at any time of the day and from any mobile device, no matter an employee’s location.
In some regions such as the UK, it is also a legal right for employees to have self-service access to their personal documents and information 24/7 7 under GDPR and organisations failing to meet this can result in legal consequences.
Optimising employee lifecycle management
Organisations must automate processes across the entire employee lifecycle, from recruitment to offboarding to improve the efficiency, accuracy and compliance of document management, no matter where their employees are based. In today’s competitive job market, particularly in regions like Europe where there is a shortage of well-trained professionals, finding the right candidates for a position can take months. Once a candidate is identified, speed is vital, as delays in extending offers or finalising contracts can lead to losing potential employees to faster organisations. Automating recruitment workflows, such as issuing contracts and integrating digital signatures can significantly accelerate the hiring process. By streamlining these stages, organisations can reduce the time to hire, ensuring they can secure top talent more effectively and more timely.
This is also an important consideration for sectors that tend to have a high volume, high turnover workforce such as retail and hospitality. These organisations experience significant employee churn and need efficient onboarding and offboarding processes, automated document creation and contract generation. Handling these processes manually would be extremely inefficient and HR teams would spend not just hours, but days buried in paperwork. Automation allows them to focus on higher-value tasks, creating a smooth experience for new joiners and improving the employee experience.
Focusing on what matters most: people
With 51% of HR leaders receiving more requests for support and 45% finding it more difficult to handle the conflicting demands of teams, the pressure on HR teams keeps mounting. To keep up with evolving demands, HR teams need automation in their everyday HR processes such as talent management, payroll and document management to significantly reduce administrative bottlenecks and inefficiencies. By speeding up response times to employees and minimising manual, time-consuming tasks, HR teams can reclaim valuable time and focus on people-centric activities. This will not only have a positive impact on the efficiency of HR teams but will also allow them to dedicate more time to building a people-first environment, driving greater employee satisfaction.
Automation is no longer optional
Digital transformation is no longer a choice. It’s essential for boosting the productivity of HR teams and enhancing employee experiences. By automating manual tasks such as document creation and management, HR teams can reclaim valuable time to focus on strategic initiatives. Self-service tools empower employees while easing HR’s workload on routine activities and seamless integrations help eliminate silos, reduce errors and maintain compliance.
However, not all technology is created equally, and digital transformation isn’t a one-size fits all solution. HR leaders must carefully assess whether each solution addresses existing challenges rather than adding to them. The key to success lies in choosing tools that effectively solve HR pain points, integrate smoothly into workflows and allow HR teams to concentrate on what really matters: their people.
Original Article: HRnews
If you need to hire talent in 2025 or need help with your recruitment advertising contact our digital recruitment specialist Gareth Allison on 02920 620702.
