HR admin task automation is saving our client valuable resources that can now be focused on core responsibilities and strategic initiatives that drive the business forward.
Problem #1: Manual Data Entry
Our client’s HR department was relying on manual entry of data for all day-to-day HR activities/processes.
- 500 job interviews/month
- sickness management
- HR cases
- promotions
- training data
HR professionals had to manually process, update, copy & paste all the data into Excel sheets, before eventually creating monthly reports.
This would take up to 8 days/month of admin time, removing the HR team from their core responsibilities, and leaving all strategic initiatives on the back burner.
On top of that, manual data entry is, of course, highly prone to human error which can easily lead to:
- payroll issues
- compliance & legal problems
- employee dissatisfaction
- operational inefficiencies
Problem #2: The Lack of Centralised Store for HR Data
Discrete HR processes were managed on separate spreadsheets, owned by different employees and, in many cases, stored locally.
This lack of a centralised store for HR data was causing problems with accessibility, consistency & communication, especially when the process owner was on holiday/sick leave.
Solution: Data Entry Automation & Centralised Repository
Our Analytics as a Service solution provides our client with the people, technology and methodology needed to collect, store, model, and analyse data necessary for HR processes automation. We:
- systemised their processes to automate data entry, freeing up their time to focus on managing their human resources.
- introduced instant accessibility and notifications on data entry including new records & issues.
- integrated all systems and existing spreadsheets into a centralised repository (database) and aligned them with their existing workflow.
- developed a long-term strategy that ensured data was continuously updated & available with the latest information.
Impact #1
HR professionals can now spend time on strategic initiatives that drive the business forward, instead of reactive and admin heavy manual tasks.
Impact #2
HR process automation improved data accuracy and thus reliability of monthly reports and insights derived.
Impact #3
This evolution in data management is encouraging the HR team to move away from backward-facing KPI monitoring, and towards uncovering and acting upon insights & trends from the data.
Iteration: Next Steps to Data-Driven HR
Our client’s HR department is well on their way to becoming truly data-driven, creating real business impact with every strategic decision and action – evidenced by data.
Next iteration is focused on ensuring that the insights and actions are working in lockstep with the wider corporate strategy.
More About HR Data Analytics
If you want to read more about HR data analytics and how it can become a value driver, rather than a cost center, for your business – check out how one of our clients is cutting costs with data driven employee management.
And to see how data can support your team in the times of skills shortage read Proactive Retention: Your Recruitment Policy for 2024 – because the last thing you can afford to do if you can’t find good people is lose the good ones you’ve got.