Automate HR While Keeping the Human Touch

This article was adapted from the WorkplaceTech Spotlight entitled, “Automate HR While Keeping the Human Touch”.

The rapid pace of digital transformation is reshaping workplaces, and HR teams are at the forefront of navigating these changes. According to recent research, HR automations have risen by 599% over the past two years, with HR bots now included in 39% of employee automations. As mundane administrative tasks are increasingly automated, HR has an unprecedented opportunity to focus on strategic people-centered initiatives that drive engagement, innovation, and competitive advantage. However, effectively leveraging technology while preserving human interaction remains a key challenge.

These themes were explored in depth during a recent WorkplaceTech Spotlight session hosted by SHRM’s Guillermo Correa. The episode featured insights from Jay Palaki, CEO and founder of HR Geckos, on harmonizing digital transformation with a human focus in the HR context.

The Current Landscape of HR Automation

HR teams have experienced a rapid transition from traditional paper-based processes to integrated digital systems and automation in recent years. As Palaki highlighted, “HR professionals are encountering ... several disparate and disjointed HR systems that don’t talk to each other while our workforce expects everything at the click of a button.” This shift can be jarring for teams accustomed to legacy approaches. However, automation enables enhanced efficiency, accuracy, and responsiveness in HR operations. Employees receive quicker resolutions for standard requests, with self-service options reducing dependence on HR staff for administrative needs.

As Palaki emphasized, to smooth the transition, HR leaders must “shift our mindset and our work operations from paper-first to digital-first.” Adopting this digital-first approach future-proofs teams to leverage innovative technologies such as artificial intelligence and machine learning. Most importantly, eliminating repetitive manual tasks allows the focus to remain on the human element—building engagement, supporting inclusion and diversity efforts, and enhancing the end-to-end employee life cycle.

The Benefits of Automated HR Processes

Investing in automation and AI pays dividends—a recent study by Harvard Business Review shows that 65% of managerial tasks can be automated by 2025. Streamlining high-volume activities such as payroll, onboarding, performance reviews, and data management frees up bandwidth for strategic people initiatives. As one survey found, automating administrative tasks resulted in HR staff saving over seven hours per week.

Rather than getting mired in paperwork, leaders can promote employee-centric programs focusing on upskilling, growth opportunities, or hybrid work policies. HR will also be empowered to take an active consultative role as a strategic business partner. With a robust technology infrastructure minimizing routine tasks, leaders can focus entirely on nurturing an engaged, inclusive organizational culture poised for the future.

Best Practices for Implementation

The most effective HR automation and digital transformation initiatives start small before gradually expanding in scope. As Palaki advised, “We really need to do all of this while keeping the focus on what matters most—that is, our people.” Any technologies and new processes introduced should ultimately aim to improve the employee experience.

However, research showed that 56% of HR leaders admitted their technology solutions don’t align with current and future needs. It is essential to ensure automated systems have an intuitive, user-friendly interface. Complicated platforms with steep learning curves risk alienating a workforce accustomed to consumer-grade solutions. Organizations should also provide sufficient training and support resources during launch, helping build staff capability and confidence around new tools.

Active change management is equally vital, giving employees visibility into upcoming process changes and automation benefits. This transparency helps secure buy-in and alignment at all levels of the business. Maintaining robust communication channels also allows people to provide ongoing feedback once new solutions are live. Monitoring adoption metrics and user sentiment will help identify potential pain points to address through updated training or feature enhancements.

The Outlook on HR Automation

While routine tasks are increasingly being handled by AI, uniquely human skills such as complex problem-solving, creativity, empathy, and judgment remain irreplaceable. SHRM Research’s 2021 Workplace Automation Survey revealed that 42% of HR professionals anticipate expanding automation in the next five years. As Palaki stressed, even as “automation and artificial intelligence will continue to evolve ... we need to do all of this while keeping the focus on what matters most—that is, our people.” Organizations must continue balancing cutting-edge technologies with physical experiences, interactions, and workplace culture. This empowers teams with the tools and environments to perform at their best while staying connected to organizational purpose.

As advanced as platforms like ChatGPT have become in mimicking human language, the underlying emotional intelligence, ethics, and compassion remain lacking. Yet, the solutions hold incredible promise for eliminating repetitive administrative work. This will free up HR leaders to focus more wholly on championing strategic workforce initiatives, such as creating programs that support career mobility, diversity, work/life balance, and skills growth tailored to the needs of today’s employees.

Concluding Thoughts

The solutions introduced during episodes of the WorkplaceTech Spotlight series highlight the art of the possible. HR must continue embracing technologies that drive efficiency while allowing leaders to remain present and engaged with the workforce. People analytics, personalized learning platforms, and AI recruitment assistants are just a few examples of innovations that can amplify human insight rather than replace it. As Palaki emphasized, “Our HR leaders definitely need to be more courageous, and they need to be more helpful in helping their teams understand that they can start small.” By incrementally introducing solutions that reduce administrative burdens, HR advances its vital strategic role in nurturing talent and sustaining an organization’s competitive edge.

FAQs

How can HR automation improve employee satisfaction?

Automating high-volume administrative tasks like benefits management and payroll enables HR teams to resolve employee requests faster. Reducing delays around approvals or information lookup through digital workflows improves perceived responsiveness. Employees feel more supported through streamlined, personalized self-service options, as well. By eliminating tedious paperwork, HR staff can also focus more on human-centric initiatives that enhance workplace culture and engagement.

What are the key challenges in implementing HR automation?

Legacy systems and entrenched processes pose barriers to launching new digital platforms. Outdated tools create data silos, and paper-dependent approaches lack integration capabilities. The other main hurdles are achieving organizational culture change, securing leadership commitment, and propelling employee mindset shifts toward technologies. Proactively communicating benefits, providing training resources, and highlighting quick wins all help smooth the transition.

What role does AI play in the future of HR?

Artificial intelligence and machine learning will be integral to eliminating repetitive, rules-based HR workflows. These intelligent algorithms can handle high-volume tasks such as screening applicants, scheduling interviews, processing payroll, and answering basic employee queries. This allows HR staff to dedicate their expertise to more complex challenges requiring human judgment, such as guiding career development, resolving issues, and shaping retention initiatives.

How can organizations balance automation with maintaining a human touch?

The focus must remain on using technology to enhance rather than replace human connections in the workplace. For example, AI recruitment platforms can organize and filter applicant details while still having HR managers personally interview candidates. Streamlining administrative tasks creates more opportunities for managers to check in with direct reports or recognize contributions. Even as self-service HR portals become commonplace, the fundamentals of listening, trust-building, and empathy remain integral for leaders seeking to nurture talent.

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This article was written based on Episode 10 of the WorkplaceTech Spotlight.

Thank you to Jay Palaki, CEO and founder of HR Geckos, for contributing to the conversation.

Sources:

• [Source: SHRM - WorkplaceTech Spotlight: Ep. 10 - Automate HR While Keeping the Human Touch]
  https://www.youtube.com/watch?v=jGO4HhZyKS0
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