This process has multiple attributes like creating the offer letter, sending out the letters and tracking responses which my come with certain documents in attachments. Contents of the letter should be as per the expectations of the desired candidate as well comply with the company policies and regulations for which data may be in various repositories. Doing this manually is cumbersome and prone to errors.

With the help of RPA, offer letters can be created with the use of templates and application of diverse rules for checking data as well as policies and regulations stored in the various systems and databases within the organization. Once created they are then sent out to the desired candidates as well as received response and documents and sort and store the received documents as per desired rules.

On the joining of a new candidate into your organization, the HR team is usually responsible create the email id, new user account, access to various IT systems, mailing groups, the necessary IT equipment. All this is varies depending on the candidate’s job profile and the company policies. In case of large organizations there are many parties and systems involved in this process that need to be orchestrated. And getting this done manually would take nearly the whole of the new employee’s first day at the very least.

As the on-boarding process is a very rule based process, this becomes an ideal candidate for automation and implementation of RPA BOTs automatically trigger the predefined onboarding process once the new user account is created. Business rules assigned to the user profile guide robots to take decisions such as systems to which access should be granted. As a final step of the process, the Bots can also send the predefined onboarding documents to the new hire. Here RPA ensures that the new employee is on boarded and functional within the first few hours of arrival on the first day and also makes sure that the complete process is streamlined and error-free

Most of the payroll processes in large organizations are rule-based and includes a large amount of data entry tasks. One major challenge for the traditional HR systems is that compliance, payroll and security requirements offer a limited ability to standardize the processes. This leads to inaccurate data, incorrect submissions, and delays in payment

Hence it is considered as the perfect function that can be automated with RPA platform that enhances the accuracy and minimizes processing time. RPA can be implemented to verify the consistency of payroll system employee data by checking it against the data in various other systems that the data may reside in. Paychecks, benefits, allowances and reimbursements can all be automatically tracked and produced by bots to avoid inaccurate submission and delays. It thus ensures full compliance with rules and regulations and improves service quality, while increases accuracy and reduces processing time – especially when the company has a considerable number of employees.

The HR teams in all organizations be it small or big manage and track vast amounts of data related to existing employees, new hires, applicants and past employees, policy and regulatory compliance, payroll, benefits, and reimbursements. Even with the best of HR solutions in place there are many tasks that require manual entry, updating, and maintenance across multiple, disparate databases, thus making these tasks cumbersome and prone to error.

RPA can automate these menial manual tasks and ensures accurate data handling throughout the employee lifecycle by entering the data accurately and continued by data cleansing activities to ensure consistency across multiple systems in various formats. As data is complete, accurate and consistent, it ensures better compliance to regulatory and company policies.