When to use RPA and AI? RPA and Artificial Intelligence use cases in HR

Progressive and Next Gen HR teams have already started using RPA and AI for smart automation of HR processes. There are umpteen vendors providing RPA and AI solutions in the HCM market. It is important for organisation to be clear about the need for automation to avoid going behind the 'nice and shiny things' which may not give them the expected ROI. 

Let's first look at what is RPA and Artificial Intelligence. RPA or Robotic Process Automation are software 'bots' that automate repitive manual tasks with clearly defined rules. Artificial Intelligence or AI on the other hand brings in a cognitive component or natural language processing component, which means AI uses machine learning or NLP to analyse existing data, pattern to learn rules/ answers to mimic human interpretation and augment human intelligence in to the processes.  Understanding usecase of when to use the technology is key to successful deployment of these tools. RPA and AI if used correctly can significantly improve the productivity and efficiency of HR processes. 

Below is a framework that may be used to identify what kind of improvement method to be applied to the process and should RPA or AI be used to streamline or automate your HR process.
When to apply RPA and AI in HR processes?

Currently there are three key areas within HR where RPA and Artificial Intelligence are heavily in use, these are 
  • Talent Acquisition - where we have seen a rise in the use of chatbot to drive better candidate experience, CV screening tools, background check applications, there are also apps that monitors expression during video interview, apps listening to interview to give managers feedback. Many organisations have heavily invested in RPA/AI solutions within their recruiting process already.
  • Data Management - for ensuring data is entered correctly and allowing more reconciliations especially in payroll and admin heavy processes. Bots are also used to read and translate data into structured format which wasn't possible in the past
  • Predictive Analytics & personalisation - for example, predicting flight risk and provide personalised learning experience based on the existing data analysis.
Lets have a look at common use cases for RPA and AI in the end to end employee life cycle context.
Below diagram shows all the common use cases.
AI and RPA usecases in HR

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