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In a few years, human resource management (HRM) might have very little or no paper as part of its process. This ongoing transition poses questions and opportunities to make businesses more efficient and productive.
According to Declan McMahon, Senior Vice President, Customer Services at OrangeHRM, although companies have been slow to adopt this aspect of the technology, which was to some extent determined by the type of industry one is involved in, the COVID-19 stipulation that physical distancing must be maintained has caused a significant mindset shift in people and their reliance on paper.
Age-old practices, such as validating when one gets to work or leaves, inserting a ticket into a machine and having it time stamped, or running around the office with an annual leave request form for approval, then walking to the Human Resources Department to drop it off is already a thing of the past for many organizations.
Work crews now enter arrival time from a mobile phone and upload time off requests online, with a text or email response at any time.
This “cultural revolution” made possible by the digital transformation has already started to affect all sectors of several industries; undoubtedly rendering terms such as “paper trail” obsolete in a few years.
The revolution started years ago
According to McMahon, this evolution has been underway for 40 years “but at the time there was no idea of the wave of transfer of documents, data and other information between separate departments, agencies and companies. by time and distance.
He described technology transfer as slow and gradual, with a massive acceleration in the past two years and staggering implications for various industries.
The Global Community of Information Professionals (Association for Intelligent Information Management (AIIM)) supports this view, which provides independent research and collects survey results from its members across Europe and America. the office, revealed that:
• Over 60% of members agreed that paper-based processes hinder productivity and increase costs
• They agreed that digital is key to attracting new talent and going green
• “Increased efficiency” and “ease of filing and maintenance” were identified as the most popular benefits of going paperless.
Digital transformation is changing the workplace
From an HR perspective, the digital transformation process is having a huge impact on jobs, skills and corporate culture in different ways. There remain, however, huge misconceptions within the workforce about digital transformation and automation, including that “robots are taking over” and jobs will simply become redundant.
Reality, according to Dr. Zeynep Hizir in an article entitled: “Will Digital Transformation Really Lead To A Jobocalypse? is that robotic process automation (RPA) aims to automate high-volume, repetitive, manual, and mundane tasks that don’t require expertise and take up valuable employee time, allowing people to focus on the tasks that require human interaction or the expertise of a highly skilled employee.
Discussing the benefits of RPA technology in terms of improvement and job creation, Tasha Smith, Sales Manager at MC Systems, added:
“Since RPA cannot operate or be configured without human intelligence; it has not yet been a source of unemployment. Instead, technology is there to enhance, not to replace. So while digital transformation means that some jobs become obsolete, this, in turn, actually leads to the creation of more jobs, albeit of a different kind. This means a happier, better-skilled and more fulfilled workforce, not the mass layoffs or replacement that many workers may fear.
Digital natives, cultivated in the ways of immediacy, ease and integration, will dominate tomorrow’s workforce. They are more likely to enjoy filling out a job application form where the fields are filled in once they enter a name and email address, scanning an electronic time card, and using an app to request a vacation and/or a staff loan. Confining it all to paper could be the death of their productivity and their motivation to stay in such an organization.
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