Human Resources Processes

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Human Resources Processes
The difference between traditional Human Resources (HR) processes management and new generation digital processes management lies in the methods, tools, and capabilities utilized in managing and executing HR processes. Here are some key distinctions:

Manual vs. Automated Processes: Traditional HR processes management involves manual tasks such as filling out paper-based forms, physically routing documents for approvals, and manually tracking employee data. In contrast, new generation digital processes management automates HR tasks through digital platforms. This includes automated employee onboarding, self-service portals for employees, automated leave and attendance tracking, and digital workflows for approvals, streamlining processes and reducing manual effort.

Paper-based vs. Digital Documentation: Traditional HR processes often rely on paper-based documentation, including physical employee files, printed forms, and hard copy records. This can lead to challenges in storage, retrieval, and data security. Digital processes management, on the other hand, leverages digital documentation and cloud-based platforms. HR information is stored electronically, enabling easy access, enhanced security, and simplified document management.

Limited Visibility vs. Real-time Insights: Traditional HR processes often lack real-time visibility into employee data, HR metrics, and process status. This can hinder decision-making and reporting. Digital processes management provides real-time insights and analytics through dashboards and reporting tools. HR managers can track key metrics, monitor process performance, and generate reports, enabling data-driven decision-making and strategic workforce planning.

Manual Routing vs. Automated Routing: In traditional HR processes, tasks and documents are manually routed between HR personnel and other stakeholders for approvals, such as leave requests, expense reimbursements, or performance evaluations. This can result in delays and inefficiencies. Digital processes management employs automated routing and workflows, where tasks and documents are automatically routed to the appropriate individuals for approvals based on predefined rules. This streamlines the approval process, reduces bottlenecks, and ensures timely responses.

Offline vs. Online Collaboration: Traditional HR processes often involve face-to-face interactions, physical meetings, and paper-based communication for collaboration and decision-making. Digital processes management enables online collaboration, allowing HR teams and employees to collaborate remotely through digital platforms. Online communication, chat features, and document sharing facilitate efficient collaboration, even for geographically dispersed teams. 

Why does HR need to use Business Process Management (BPM) digitally?

HR departments can benefit significantly from utilizing BPM digitally for several reasons:

Efficiency and Time Savings: Digital BPM automates and streamlines HR processes, reducing manual effort, paperwork, and processing time. This frees up HR personnel to focus on more strategic and value-added tasks, improving overall productivity.

Improved Accuracy and Compliance: Digital BPM reduces the risk of errors, ensuring consistent and accurate HR processes and data. Automated workflows enforce predefined rules and compliance requirements, reducing the likelihood of non-compliance issues.

Enhanced Employee Experience: Digital BPM offers self-service portals and mobile apps, enabling employees to access and manage their HR information and perform self-service tasks conveniently. This empowers employees, improves engagement, and reduces HR administrative burden.

Real-time Analytics and Reporting: Digital BPM provides HR managers with real-time insights, analytics, and reporting capabilities. They can monitor key HR metrics, identify trends, and generate reports for informed decision-making, resource planning, and strategic HR initiatives.

Seamless Integration and Data Security: Digital BPM platforms can integrate with existing HR systems, ensuring seamless data flow and reducing data duplication. They also offer robust security features, such as access controls, encryption, and compliance with data protection regulations, safeguarding sensitive HR information.

By embracing digital BPM for HR processes management, organizations can drive operational efficiency, improve HR service delivery, enhance employee experience, and achieve better strategic alignment of HR initiatives with overall business goals.

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