Digital transformation has been instrumental in driving innovation and efficiency in the workplace, enabling better ways of working by streamlining processes and improving collaboration between teams. But managing a more digital and distributed workforce also increases the demands on HR. Managing HR processes and documentation has become increasingly complex, difficult and time-consuming to coordinate their teams. That’s why organizations must continue to evolve and take advantage of the next game-changing technology: automation.

The case for automation

This next major technology shift will help improve their teams’ experience by automating HR management and filling the gaps left by the myriad of tools out there now that can slow teams down and lead to silos and inaccuracies. That way, their teams can reclaim valuable time to focus on what matters most: their people.

Automation has the potential to streamline operations throughout the employee lifecycle, making workflows more efficient, reducing errors, and speeding up decision-making. For HR teams, automation can streamline HR processes such as recruiting, onboarding, document generation and management, performance management, payroll, and more. Actually, almost three quarters of HR leaders they believe that technology is critical to the survival of their business. While digital transformation has already reshaped the way we work, automation is poised to take it to the next level, unlocking new opportunities for growth, innovation and productivity. So how can organizations unlock new opportunities through digital transformation and automation?

Creating a hybrid, work-first mindset

The pandemic has accelerated the shift to remote work, forcing businesses to adapt quickly. While some large organizations are now forcing their staff to return to the office for five days a week, most UK organizations continue to offer remote working options to their workforce with 63% of employees working remotely either all the time or part of the time. This shift has led companies to adopt more agile working practices to support this new way of working.

For HR departments, the continuation of flexible working required a complete pivot to rethink internal policies and procedures. They must ensure that remote employees remain engaged, productive, and most importantly supported, while meeting organizational standards. Traditional desk-centric approaches are no longer viable, and HR teams must develop approaches that support employees working from any location, whether in the office, at home or on the go.

Switch to on-demand access for employees

Now that organizations operate in multiple locations and across time zones, access to both their day-to-day work and important documents can no longer be limited by geography or traditional business hours. Employees now expect access to HR systems and their personal files to be as simple and accessible as the services they use in their daily lives, such as social networks, e-commerce platforms and email services. streaming. This always-on culture has changed expectations, highlighting why HR services and document management systems must be accessible at any time of the day and from any mobile device, regardless of the 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 the GDPR, and organizations that do not comply may have legal consequences.

Streamlining employee lifecycle management

Organizations need to automate processes across the entire employee lifecycle, from recruitment to offboarding, to improve document management efficiency, accuracy and compliance, no matter where their employees are located. In today’s competitive job market, especially 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 of the essence, as delays in extending offers or finalizing contracts can result in potential hires being lost to faster organizations. Automating recruitment workflows such as issuing contracts and integrating digital signatures can significantly speed up the hiring process. By streamlining these steps, organizations can reduce time to hire, ensuring they can secure top talent more efficiently and on time.

This is also an important consideration for sectors that tend to have a high-volume, high-turnover workforce, such as retail and hospitality. These organizations are experiencing significant employee churn and need efficient onboarding and offboarding processes, automated document creation and contract generation. Manually managing these processes 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 pleasant experience for new hires and improving the employee experience.

Allowing HR to channel more time to their people

With 51% of HR leaders receiving multiple requests for support and 45% find it more difficult to cope with the conflicting demands of teamsthe pressure on HR teams continues to increase. To keep up with evolving demands, HR teams need automation in their day-to-day HR processes, such as talent management, payroll and document management, to significantly reduce administrative bottlenecks and inefficiencies. By speeding up employee response times and minimizing time-consuming manual 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 devote more time to building a people-first environment, leading to higher employee satisfaction.

Automation is no longer a choice

Finally, digital transformation is no longer optional. It is imperative to growth, efficiency and employee satisfaction. Automating manual processes such as document creation and management can free up valuable time to focus on delivering strategic value to the organization. Self-service tools can empower employees while reducing the burden on HR for routine tasks. And seamless integrations break down silos, reduce inaccuracies and ensure compliance.

However, not all technology is created equal, and digital transformation is not a smoking gun. HR leaders must carefully consider whether each solution will mitigate the challenges of navigating constant change, rather than adding to them. Finding technology that solves real challenges for HR professionals and seamlessly integrates into their workflows will be critical to giving HR teams the space to focus on what matters most: their people.