If you don’t negotiate well during salary discussions, you risk being underpaid, which can have long-term consequences on your financial growth and career trajectory. Accepting a lower salary than you deserve may lead to dissatisfaction, reduced motivation, and difficulty meeting personal or family financial goals.

Moreover, your future increments and opportunities could be impacted since many companies base raises and benefits on your current pay. Poor negotiation can also signal to employers that you lack confidence in your skills or an understanding of your market value, potentially limiting your leverage in future discussions.

Let’s explore how you can confidently approach salary negotiations and maximize your potential earnings.

1. Understand the Budget Behind the Scenes

Every job role comes with an allocated budget. Employers often define salary ranges based on the following:

• The number of open positions.
• The required experience levels (e.g., 2–5 years, 5–7 years, or 7+ years).
• Current market trends and demand for specific skills.

For example, a company hiring five data scientists might allocate a budget based on varying experience levels, such as junior, mid-level, and senior roles. Understanding that HR works within these constraints helps you position your expectations realistically.

2. Assess Your Market Value

Assessing your market value is a critical step before entering any salary negotiation. It involves researching the average compensation for your role, experience level, and industry standards to understand what you should reasonably expect. Start by exploring salary benchmarking tools, online job boards, and platforms like Glassdoor, PayScale, or LinkedIn Salary Insights. These resources can provide a precise range of what professionals with similar skills and experience earn in your location. Additionally, look into specific industries and companies that align with your expertise to gain insights into their salary trends. Speaking with peers, mentors, or professionals in your network can also help you validate your findings and gain a realistic perspective.

3. Leverage Your Interview Performance

Your interview performance is among the most potent tools you can leverage during salary negotiations. A stellar interview where you confidently demonstrate your skills, expertise, and value to the company significantly strengthens your bargaining position. Employers are more likely to accommodate your salary expectations if they view you as a standout candidate who can effectively address their needs. Use the opportunity to highlight your achievements, problem-solving abilities, and unique contributions relevant to the role. If you’ve impressed the interviewer with your knowledge and enthusiasm, you can confidently negotiate a higher salary.

4. Aim High, But Stay Realistic

While HR often starts with a conservative offer, understand that you can negotiate for more. For instance, if they offer a 40% hike, you can push for a 60–80% increase if:

• You have in-demand skills.
• The company has a history of generous pay packages.
• Your performance in the interview was outstanding.

Always express your expectations professionally and confidently. If you’re making a significant career transition, don’t hesitate to ask for a higher raise—100% or more may not be unrealistic.

5. Understand the “Confidence Interval” in Offers

Understanding the “confidence interval” in job offers is crucial when navigating salary negotiations. The confidence interval refers to the range within which an employer is willing to offer a salary based on budget, role requirements, and candidate experience. For example, suppose the salary range for a position is ₹6–9 lakhs. In that case, the employer may initially offer ₹7.5 lakhs but still have the flexibility to stretch within the range if they find the candidate exceptionally qualified. This range provides a buffer, allowing employers to remain competitive while managing their budget constraints.

6. Timing is Key

Timing is pivotal in salary negotiations and can significantly impact the outcome. The most strategic time to discuss compensation is after you’ve successfully cleared the interview and demonstrated your value to the employer. At this point, you have positioned yourself as the ideal candidate, and the company is more inclined to meet your expectations to secure your acceptance. Initiating salary discussions too early—such as during the initial interview stages—can come across as premature and might shift focus away from your skills and qualifications.

Additionally, be mindful of the context during negotiations. For instance, if the company operates under tight deadlines to fill the position, you may have more leverage to negotiate a better package. Conversely, if the organization indicates budget constraints or economic challenges, you might need to adjust your expectations slightly. By understanding the employer’s urgency and readiness to close the hiring process, you can time your negotiation effectively, ensuring that your request aligns with their priorities and increases the likelihood of a favorable outcome.

7. Avoid Common Pitfalls

• Don’t undervalue yourself. If you’re confident in your skills and interview performance, don’t settle for less than you deserve.
• Don’t overestimate your leverage. Be realistic about your skills and how well you match the company’s needs.
• Don’t wait until the last minute. Communicate your expectations early in the negotiation process.
• Don’t ignore the entire compensation package. Consider other elements like bonuses, stock options, health benefits, work-life balance, and professional development opportunities.
• Don’t focus only on salary. Be open to negotiating non-monetary benefits, like flexible working hours, remote work options, or additional vacation days.
• Don’t accept the first offer without evaluating it. Assess whether the offer truly aligns with your career goals and financial expectations.
• Don’t get too attached to a single number. Negotiating can be a process, and flexibility can lead to a more satisfying agreement for both sides.

8. Be Prepared to Justify Your Expectations

Preparing to justify your salary expectations is key to successful negotiations. Employers expect candidates to state what they want and explain why they deserve it. To do this effectively, you should come armed with clear examples. Mention:

• Your previous achievements.
• Market trends for your role.
• How your expertise aligns with the company’s goals.

This data-driven approach makes your request compelling and credible.

Final Thoughts

Negotiating your salary is not just about getting paid more—it’s about valuing your skills and establishing your professional worth. Be confident, well-informed, and respectful throughout the process. Remember, companies appreciate candidates who know their value and communicate it effectively. Your career is in your hands, and mastering salary negotiation is vital to success.

The post How to negotiate salaries with HR for any job – A guide appeared first on RoboticsBiz.

The Importance of First Impressions in Performance Evaluations

The first day at a new job is a universally recognized experience filled with excitement and apprehension. Research, such as the Princeton University study highlighting the speed at which people form impressions, underscores the significance of these initial moments in the corporate world.

In a corporate setting, first interactions, including introductions and welcome kits, hold immense importance as they set the tone for future relationships and evaluations. When employees are greeted with positivity, collaboration, and support from the outset, they are more likely to approach subsequent performance reviews as opportunities for growth and constructive feedback rather than as judgmental assessments.

This underscores the critical role of onboarding practices, like well-crafted welcome kits, in shaping the immediate employee experience and their long-term perspective and engagement within the organization. A positive start can ripple through an employee’s entire tenure, fostering a culture of continuous improvement and mutual trust.

Creative Elements to Include in Your Welcome Kit

In today’s dynamic work environment, reimagining the traditional welcome packet for new employees is essential to make a lasting impression. New employee welcome kit ideas are all about infusing creativity and personalization into this pivotal onboarding step.

Firstly, consider incorporating a personalized welcome letter into the welcome kit. This letter, possibly signed by the CEO or a team leader, adds a warm and individualized touch, setting a positive tone for the new hire’s journey within the company.

Embrace the concept of themed welcome kits. Instead of generic items, focus on curating a selection of goodies that align with the company’s ethos and culture. Branded merchandise, such as apparel, water bottles, or eco-friendly tote bags, promotes company pride and fosters a sense of belonging.

Interactive elements play a crucial role in engaging new hires. Including challenges or puzzles within the kit linked to the organization’s mission and values can be fun and enlightening. These activities encourage active participation and help newcomers grasp the company’s core principles more deeply.

Complementing these interactive elements, a comprehensive guidebook should be part of the welcome kit. This guidebook is valuable, providing new employees with vital information such as key contacts, significant dates, and even an office layout map. It’s a practical tool that ensures a seamless transition into the company’s culture and operations.

Consider including tech essentials like branded USB drives or high-quality headphones to address the digital age. These items facilitate work and demonstrate the company’s commitment to providing modern tools and resources.

Incorporating these new employee welcome kit ideas goes a long way in transforming a traditional welcome packet into a powerful instrument for creating a positive, engaging, and memorable onboarding experience.

How Welcome Kits Can Boost Employee Morale from Day 1

The importance of a recruit’s initial days within an organization cannot be overstated. During this critical period, their first impressions are formed, and the right welcome kit can play a pivotal role in shaping these impressions.

One of the key benefits of a well-crafted welcome kit is its ability to promote immediate engagement. By providing new hires with tools, resources, and information tailored to their roles and the company’s culture, these kits empower employees to dive into their responsibilities confidently and enthusiastically. This immediate immersion accelerates their learning curve and ensures that they contribute effectively from day one.

Furthermore, a thoughtful welcome kit has the potential to enhance loyalty. When employees are welcomed warmly and made to feel valued right from the start, they are more likely to develop a strong sense of attachment and loyalty to the organization. This emotional connection can be a powerful driver of employee retention and long-term commitment.

In addition to fostering loyalty, an effective welcome kit encourages open communication. By providing new hires with clear and transparent information about company goals, values, and expectations, these kits create a foundation for open and honest dialogue. New employees feel more comfortable asking questions, seeking clarification, and offering their perspectives, which can lead to better alignment with the company’s objectives.

In essence, a well-structured welcome kit catalyzes a successful onboarding process. It accelerates the integration of new hires into their roles, strengthens their connection to the organization, and promotes a culture of open communication. Ultimately, these factors contribute to a more engaged, loyal, and productive workforce.

Case Studies: Companies that got it Right

Several companies have redefined the concept of welcome kits, going beyond mere practical items to create memorable and meaningful experiences for their new hires.

Take Zappos, for example, renowned for its unique corporate culture. Their welcome kit provides new employees with a “Culture Book.” This isn’t just a standard guide but a compilation of existing employees’ personal stories and experiences. It offers a vivid and authentic portrayal of life at Zappos, enabling newcomers to connect with the company’s culture more deeply.

BambooHR takes a distinctive approach by including an “anti-policy” handbook in its welcome kit. This unconventional document underscores the company’s commitment to trust and flexibility over rigid rules. It is a tangible representation of BambooHR’s core values, emphasizing the importance of a collaborative and empowered work environment.

Shopify combines practicality with personalization in its welcome kit strategy. Alongside essential tools like laptops, they include personalized items that leave a lasting impression on new hires. This approach equips employees for their roles and creates a sense of belonging and excitement as they embark on their journey with the company.

These examples showcase how forward-thinking organizations leverage welcome kits to go beyond the traditional and create unique, culture-driven onboarding experiences. By doing so, they equip new hires for success and foster a deeper connection to their company’s values and vision.

Conclusion

As organizations evolve, so must the tools they employ. While performance reviews are vital for growth, the foundation for their success lies in the earliest interactions an employee has with the company. A well-conceived welcome kit can serve as that strong foundation, ensuring that an employee’s journey starts on a note of collaboration, understanding, and growth. The ripple effects of this positive start can be seen in every subsequent interaction, from daily tasks to annual performance reviews.

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CleverLMS is an example of a learning management system (LMS) that can be leveraged as an employee onboarding software. As you’ll see, various management options tools can be used for that purpose, depending on your company’s activities. Let’s start with the onboarding definition and continue to describe this process.

Hiring and further

See below the scheme of talent management in the company. The onboarding stage begins after the employee successfully passes the interview and the company’s management approves their recruitment. It consists of the newcomers’ integration into the company’s workflows, familiarizing them with their team members and responsibilities.

Onboarding includes all stages of the employee’s post-recruitment invitation and integration into the company’s working processes. Employees’ mentorship, training, and development are also deeply interconnected with it, improving their work skills and ensuring their performance. The onboarding process is connected with work allocation: meeting the company’s objectives and clear goals set for the employee. While those who already work in the company are familiar with these processes, modern workplaces are flexible, and switching between various types of work or sometimes even various team roles is usual.

Let’s see which practices help with that and then assess the software available to facilitate the onboarding.

Best practices

Inviting new employees sincerely and efficiently requires some mastery. Several practices may help with that, as they directly focus on integrating employees into your company’s working processes without coercion and pressure.

• Pre-boarding includes providing newcomers with important information to prepare them: handbooks, policies, and paperwork.
• Provide welcome and orientation practices for new hires on their first day. For example, introduce them to team members, provide a workplace tour, and give an overview of the company’s culture and mission, showing how it connects with their work responsibilities.
• Set clear expectations and goals for the employee’s role: communicate their responsibilities, expected results, and performance metrics to employees.
• Training and development opportunities improve employees’ efficiency and adaptation. Offer both formal training sessions and informal mentorship.
• Conduct regular check-in meetings with new hires to provide feedback, address concerns, and ensure they have the necessary resources to perform their job effectively.
• Encourage social integration based on informal communication.
• Provide continuous feedback to new hires for their achievements and progress. It boosts employees’ confidence, motivation, and engagement.
• Lastly, encourage employee feedback about their onboarding and work experience to identify areas for improvement and track the process while ensuring their well-being and building trustful relationships.

Therefore, the onboarding best practices are connected with understanding which skills an employee is the best, establishing proper communication with them, and allocating them to the right work goals. It will ensure quick adaptation, high performance, and well-being, which are three crucial points. Let’s see how you can realize these practices using digital tools for training, communication, tracking, and project management.

Onboarding management

Various onboarding software is present in the market for process facilitation and automation. In general, any management system can potentially be utilized for this purpose. Therefore, to make the right decision, it would be wise to specify which activity.

Choosing the best software

So, onboarding tools are different, and in this case, “the best” will mean “the most suitable” to a larger extent than just “better than others.” Usually, various HR or project management services are good for allocating people for work and showing newcomers what they should do and how. Sometimes, you’d better leverage a learning management or communication system.

1. CleverLMS is a learning management system with options to create and upload online courses, educational materials, and files, track learning progress, motivation tools using score points, and communication features. It’s good if you want to connect your onboarding process with education and skill uplifting, ensuring high productivity and innovations.
2. BambooHR is an HR management package oriented at talent search and onboarding, with a rich functionality oriented at performance tracking and employee management.
3. Asana is a project management tool with goal-setting tools, workspaces with notes and files, and project trackers. It is good if your workflow consists of clear projects with strict deadlines, which should be closely tracked.
4. SAP SuccessFactors is a large HR management package for employee management, oriented at planning, goal setting, and progress tracking. It’s good for medium and large enterprises that want to automatize their routine processes.
5. ClearCompany is a talent management tool with rich onboarding features: from communication to progress tracking. Similarly, it’s good for middle-sized companies that want to automatize their hiring and onboarding processes and find talents from around the world.
6. Slack is a team communication platform where you can create teams, schedule meetings and tasks, and share information. It is especially useful as a lightweight team management tool for remote workers, and it’s good to introduce new workers to the collective and ensure that they’ll adapt to the company.

See the table below to compare all six onboarding systems. You may decide which of these types fits you best based on your company’s activity. BambooHR, SAP, and ClearCompany are large and more expensive solutions providing many features.

Therefore, the right onboarding program will help you to adopt new employees quickly and ensure that all your working processes will be maintained well.

Doing the best: How to improve onboarding skills?

To conclude, let’s summarize how you can unite your managing skills with the most suitable onboarding software to achieve the best results.

Onboarding training includes adopting newcomers with your work processes and tracking their performance to guide them and ensure that their work eventually becomes successful and efficient.

For example, CleverLMS is a good choice for companies that want to maintain clever innovation culture, as it enables interactive communication, media and knowledge sharing, and training. Newcomers may be connected with managers and mentors who’ll quickly involve them in workflows and help them improve their skills while working.

In addition, it’s a platform for comprehensive online course creation, which is good if your company wants to adopt new technologies or enter new markets. Other tools focus on other aspects of the onboarding: for example, you can choose Slack if all employees should be constantly in touch or Asana if you need to track all work processes closely. Connect the tool functionality with your company’s activity, and you’ll succeed!

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Misconfiguration, insecure code, poorly designed architecture, or the disclosure of sensitive information, among other things, can lead to vulnerabilities. Penetration testing will uncover vulnerabilities that would not have been discovered otherwise, such as a vulnerability scan.

Penetration testing will also put a company’s cyber defenses to the test. It can be used to evaluate web application firewalls (WAF), intrusion detection systems (IDS), and intrusion prevention systems (IPS) (IPS). When a penetration test is running, these systems should generate alerts and trigger internal procedures, resulting in a response from the organization’s security operations teams.

Qualified internal resources or qualified third-party resources must perform an effective penetration test. The following guidelines may be useful when hiring a penetration tester (or team) to understand their qualifications to perform penetration testing.

Certifications

Certifications by penetration testers can indicate a potential penetration tester’s or company’s skill level and competence. While these are not required certifications, they can indicate that the candidate has a common body of knowledge.

The following are some examples of common penetration testing certifications:

• Global Information Assurance Certification (GIAC) Certifications (e.g., GIAC Certified Penetration Tester (GPEN), GIAC Exploit Researcher and Advanced Penetration Tester (GXPN) or GIAC Web Application Penetration Tester (GWAPT))
• Offensive Security Certified Professional (OSCP)
• CREST Penetration Testing Certifications
• Certified Ethical Hacker (CEH)
• Communication Electronic Security Group (CESG) IT Health Check Service (CHECK) certification

Experience

Certifications alone will not satisfy the requirements for appropriate penetration testing experience and qualifications. As a result, verification of additional criteria is required. Organizations should inquire about the penetration tester’s years of experience. Assume the penetration tester is in his or her first year of testing. In that case, the following questions should be carefully considered to ensure that the penetration tester has sufficient knowledge and is properly trained to conduct the penetration test. Examining the organization’s training and QA processes to ensure the penetration tester is qualified should also be considered.

Ask the following questions to assess the qualifications and competency of a penetration tester or team.

• How many years has the organization been performing the penetration tests?
• Does it have references from other customers?
• Has the penetration tester conducted tests on organizations of comparable size and scope?

It’s critical to assess a tester’s ability to work in environments with high availability constraints, unstable system components, or large infrastructures (bandwidth constraints, time constraints, etc.). As a result, it’s important to consider the penetration tester’s or team’s experience with the technologies in the target environment ( such as operating systems, hardware, web applications, highly customized applications, network services, protocols, etc.).

When choosing a penetration tester, consider the tester’s previous testing experience with the organization for which he or she works, especially regarding technologies deployed in the target environment.

Even if a penetration tester hasn’t assessed against specific technologies, if he or she has managed, maintained, trained on, or developed those technologies, the tester may be qualified to perform the penetration test.

Consider the other skills/qualifications of the penetration tester to assist them in assessing the environment. Does the penetration tester have any industry-standard penetration testing certifications? What kind of network-layer penetration testing experience does the penetration tester have? Does the penetration tester have any application-layer penetration testing experience?

Along with seeking answers to the above questions, the interviewer should also discuss the organization’s network penetration testing efforts and the penetration tester’s familiarity with OWASP Top 10, other similar applications, standards, and examples of penetration testing efforts. All these may lead to identifying the best penetration tester (or team) for your company.

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In any organization, they are engaged in a multitude of tasks that revolve around creating strategies and practices for recruitment, training, compensation, and development of all the employees. To succeed in all these areas, HR professionals must seek the help of new digital products and solutions, which are already changing and redesigning the market to an extent where becoming a part of this transformation is considered imperative.

One such cutting-edge technology is HR chatbot, an artificial intelligence (AI) program designed to conduct intelligent conversations with the workforce and jobseekers and become a productive member of the HR team in a variety of functions like recruiting staff and elevating employee engagement and efficiency by responding to their routine queries and processes, covering benefits, time off, travel, expenses, etc.

Notably, HR chatbots can integrate multiple records systems and retrieve information from varied sources to provide a front-end engagement system to the workforce and candidates.

Pre-screening & recruiting

After a company has sourced potential candidates, the next step is pre-screening, before scheduling interviews and further evaluating the candidate. Pre-screening entails selecting candidates from a pool of resumes and determining whether or not they meet the qualifications for the advertised position. Pre-screening determines whether or not a candidate advances to the next round of the interview process. Pre-screening is essential in the hiring process because it can save time, filter the right candidates, and ensure that quality candidates are hired.

Screening resumes and shortlisting candidates to interview is estimated to take 23 hours of a recruiter’s time for a single hire. HR chatbots can simplify the entire pre-screening and make it much faster due to their human-like conversational experience. Chatbots can engage multiple candidates simultaneously and work 24/7, thereby reducing timelines significantly. A well thought out pre-screening process enables you to:

• Increases engagement with prospects
• Replace FAQs with a more personal touch
• Improves quality of hire through standardized job matching
• Filter candidates effectively
• Saves recruiters’ time by automating high-volume tasks
• Improves productivity, efficiency, decision making, and growth

Here are two examples of HR chatbots used in the recruiting process at different levels.

XOR – It automates HR workflows through various modes of communication, including SMS, WhatsApp, Facebook, web, e-mail, etc. It supports candidate screening, interview scheduling, HR FAQ, and much more.

Paradox – Paradox is an AI assistant for recruiting, which can play a major role in taking the HR team’s burden and assures the initial set of responses to the candidate’s most frequently asked questions.

Onboarding

The bulk of the onboarding processes involves repetitive tasks like filling and submitting forms, getting identification cards, enrolling for benefits, etc. HR chatbots can simplify this process by breaking everything into smaller consumable bites, especially videos and tutorials. Then, to assess what employees have learned from the learning module, pop-up multiple-choice questions appear. Additionally, HR chatbots can also be taught to make the employees aware of new regulations, imminent deadlines, or reminders for submitting important documents. A conversational HR chatbot improves the efficiency of compliance-related processes by answering employees’ queries swiftly, supporting them through the paperwork, and joining formalities.

A chatbot will ensure that the recruiter’s life turns less complicated, thereby reducing the hiring timelines.

• Shorter turnaround times lower the candidate’s anxiety and help them look for alternative opportunities that can be more suited to them.
• Chatbots are helping in assessing real-time feedback. This happens on a scale that is not possible on a human-to-human level.
• With the help of artificial intelligence, many candidates can be accommodated into the hiring pipeline at the same time, notifying recruiters once they’ve completed the initial screening processes.
• Chatbots can analyze speech, facial expressions, and voice modulation to integrate the cognitive elements in the recruitment process.
• Chatbots move with the candidates by responding to incoming queries arranging interviews, and fixing reminders and follow-up conferences.
• HR chatbots with efficiency conduct initial interviews by removing unconscious recruiter bias.
• HR chatbots will reduce the attrition levels by providing insights on worker satisfaction, productivity, and engagement and motivating the staff based on their interactions with employees.
• HR chatbots will leverage the information from Performance Management Systems to match the objectives of performance analysis and integrate it with the rewards and recognition method.
• HR chatbots provide information regarding who performed the best, upcoming learning modules, and even suggest areas of improvement to the employees.
• Chatbots help HR professionals measure employee happiness scores, check their engagement levels, and identify potential employee-related challenges.

Hiring, talent management and acquisition, and the search for tomorrow’s business leaders are going to become an enriching and revitalized pathway. This is the right time for HR professionals to capitalize on the chatbots and keep the employees delighted and loyal towards their organization. In the upcoming days, companies are likely to have many diverse bots for managing different tasks. Personal bot assistants will become more rampant when they are integrated with enterprise resource planning systems.

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HR monitors an organization’s culture, leads the talent management process, identifies the right talent, hires new talent, and is responsible for recommending and instituting strategies for people and the organization that further attain everyone with the organization’s strategic goals.

Without the intervention of HR, workplace activities can never be smooth. In other words, human resource keeps the machine well-oiled. Human resources depend largely on document-driven processes like many other departments, including the employment contracts read and signed by new joiners during their onboarding process. Managing these processes manually in a paper-based office requires increased chances for data errors, employee dissatisfaction, and non-compliance.

That’s why companies use automated, digital HR systems to reduce the administrative burden on HR employees and increase organization-wide self-sufficiency through instant access to information.

An HR management system is not just a tool but a strategic asset for organizations. It streamlines the tasks that HR professionals do daily, ensuring that everything from recruitment to retirement is handled efficiently. By centralizing data and automating routine tasks, such systems minimize the risk of human error and enhance decision-making capabilities. Furthermore, with the integration of analytics and reporting features, HR teams can gain insights into workforce trends, helping them make informed decisions that align with the company’s objectives and growth plans.

HR process automation is arguably one of the most beneficial investments a company can make. Considering how time-consuming, repetitive, resource-intensive, and increasingly outdated transactional HR processes are, it’s clear that it’s time to make a change.

At the process level, automation streamlines many routine manual administrative tasks, increasing productivity and efficiency while lowering costs and eliminating the risk of human error. It also frees up a significant amount of time for both HR teams and employees, allowing employees to focus on value-added tasks and the HR teams to focus on the strategic priorities for their people, such as building great workforce experiences. Mundane and routine HR tasks can be completed in a fraction of the time if they are automated. This way, automation allows HR professionals to devote their time to more valuable tasks.

In other words, HR automation can transform how businesses operate and revolutionize workforce experiences for your people. Here are some of the core HR functions that can be improved with automation:

1. Timesheets – Send instant, regular reminder emails for employees to review their timesheets.
2. Tax forms – Facilitate the distribution of W2s and other tax documents with employee email reminders.
3. Health and safety – Send update emails to floor monitors when an employee leaves the organization or moves to a new floor.
4. Recruitment – Automatically store applications submitted online and assign them to a recruiter for review.
5. Records management – Retain employee records according to government regulations.
6. Monitoring – Track when employees become eligible for benefits enrollment.
7. Onboarding – Send confidentiality agreements, waivers, and other forms to new hires and, once completed, securely store them.
8. Evaluations – Rate employee performance in an electronic form that automatically routes to supervisors for review.

Automation is, in fact, multi-functional and can lead to many different benefits, including:

• Frees up time from menial tasks and help managers focus on strategic initiatives
• Higher productivity due to faster processing and information sharing.
• Helps you save cost, time, and resources
• Helps you streamline your hiring procedure
• Fewer data entry errors and lost or misplaced files related to manual processes.
• Lower employee turnover due to higher satisfaction and accuracy.
• Better user experience to employees and the people while interacting with the human resource department
• Reduced storage, printing, and courier costs in paper-based work environments.
• More time to analyze HR data to make intelligent decisions.
• Reduced risk of non-compliance penalties.
• Better collaboration and relationship with executives to recruit, train and retain top talent.
• Better support and organizational growth due to efficient hiring and leaner operational costs.

The post Why HR automation matters – A quick overview appeared first on RoboticsBiz.

Typically, human resource management involves too many processes and applications to perform. Companies worldwide have started turning to AI to automate these tasks and help them in all aspects of their HR divisions. HR companies are jumping onto the wagon to streamline their processes. HR automation itself can save up to 60% of human resources’ efforts and time.

This article will take a deeper dive into how companies introduce AI technology and HR automation and what this means for the future of resource management.

Why companies use AI and HR automation?

If you work in human resources, you probably are already using some form of AI technology throughout your day. Think of how your company manages benefits or processes certain forms. This is just the baseline of what AI is capable of doing.

People have started to embrace AI technologies in even more areas of their businesses. As the technology develops, HR companies have found that the capabilities of AI outweigh even what they themselves can do. AI has turned itself from a simple tool to a partner, in a way, helping us humans to increase productivity and improve the quality of the resource management work we are doing.

The benefits of adding AI technology to HR can be broken up into three different levels, all progressing with time.

Level 1: Automate simple resource management tasks

This is just the baseline of having AI in your company. AI helps your HR team with simple tasks, such as the examples listed before (processing forms, managing employee benefits, etc.) At this level, you can see AI technology helps save you time and, therefore, money. These programs also help with accuracy and ensure a standard quality is in place for these tasks.

Level 2: Predictive software for HR

At this level, you can see AI starting to get smarter. You can utilize AI for predictive analysis in your HR company. Here, “bots” come into play, which can help potential new candidates with simple questions via a chat service. As you can see, these new services that AI provides your resource management team are helping save money and time even more.

Level 3: AI technology that can work on its own

The final level, Level 3, is where AI has truly reached their peak. They can help you with long-term goals for the company and can be seen working alongside humans, not just for us. These AIs can make decisions that will benefit your HR company and can perform cognitive analysis and predictive tasks. Once you have reached this level, you will see your HR company stand out among its competitors with a transformed, highly functioning system in place.

Specific areas of HR to add AI tech

When considering bringing AI technology into your HR company, there are a fe2w different areas that can be easily optimized. These include recruitment, onboarding, and post-hire. All three sections we will dive into a bit more deeply below.

a. Recruitment

Many people consider recruitment to be the most important part of any HR company’s tasks. AI technology can help boost your initial recruitment rates, find the best candidates, and move forward. Many tasks can easily be managed with AI instead of a hiring manager, including screening questions and application tracking. You can also optimize your interview scheduling with AI technology by inputting your availability and having that be matched with recruits. By streamlining your recruitment software, you are helping your company and anyone who is applying. As applicants can abandon an application if it is not user-friendly, AI can help make better applications and ensure your perfect candidate can be hired.

b. Onboarding

After hiring your candidates, AI can also help you to flawlessly integrate them into the company. It is no secret that the onboarding process can be rather lengthy, with various forms and training needed to be administered within the first few days. It is proven that employees with more efficient, enjoyable onboarding experiences tend to stay longer at their jobs. Think, the onboarding experience is truly the first impression your company will be making on their new hire outside of the interviewing process. Having AI help you make that process as smooth as possible for everyone involved will only help retention rates.

c. Post hiring

After your new employee has started, there are other HR uses for AI technology. Advanced AI technology can keep tabs on your employees’ tone during calls and meetings and their computer habits to show if they could be losing interest in the job they are doing. Or, on a smaller scale, AI can help with additional training you need after someone has been hired. There truly is no limit to the uses of AI for your resource management.

The future of AI in HR management

The potential of AI to further shape the HR field is limitless. While we can never predict all of the advancements that will be coming in the future, it’s fair to say that we will continue to see HR processes move towards automation. While this means a loss in jobs, it helps to enrich the careers of those in the fields and helps companies to have more efficient systems in place. Time is money, and adding AI to your resource management will surely save you an abundance of both.

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With the amount of workload, even for a small company, the tasks of Human Resources can post a challenge. What more, if a company scales and has many locations – the workload can be overbearing.

Aside from the workload, you also have to worry about the sheer amount of information that Human Resources handles. And if that is not a problem for you, think about the number of documents and papers carrying that information.

The good news is that advancements in technology have affected the way we do things. And even the processes involved in HR are no exception.

There’s a lot of advancements in technology nowadays. And the use of Artificial Intelligence (AI) and automation is not really a new thing. We already have heard of or personally experienced automation one way or another.

Have you used an ATM recently? That’s right, an automated teller machine. That’s a prime example of automation.

Automation describes a range of technologies having a single aim. That is to produce and deliver goods and services with minimal human intervention.

Factors such as decisions, process relationships, and related actions are predetermined. These predetermined factors are then embedded in the technologies employed by the company. When a company does this, it improves the efficiency, reliability, and speed of many tasks previously executed by humans.

When it comes to Human Resources, the use of AI and automation has been a great consideration. AI recruitment is an example that has been a trend for companies nowadays. It offers the workforce a better experience. And it greatly increases efficiency in hiring for potential.

And using AI and automation in Human Resources can offer more than this.

Benefits of automating HR processes

Using AI and Automation in Human Resources is now the trend today. However, if you are not automating human resource practices in your workplace, you are already behind in operations.

But what does it really mean to automate your HR department? If we automate, will employees be obsolete because of this change? Let’s take a closer look.

Using automation in Human Resources means increasing the efficiency of the whole department. This is done by taking away many tedious manual tasks. With this, employees can focus more on complex tasks like decision making and strategizing.

By automating your HR department, organizations can deploy services faster and at a considerably lower cost. This can also bring benefits to the company such as the following:

• Improved employee productivity: Employees can now focus on things that matter more. Everyday mundane tasks that are routine can be left to automation. With a system that is more user-friendly, it can improve morale and boost productivity.

• Lower employee turnover: Automating the tasks under Human Resources will result in higher levels of engagement when it comes to the employees. They can focus on tasks that require strategic and creative thinking.

• Cut down the cost of activities involved in paper-based processes: Papers can fill up not just your tables and storage areas. Paper-based processes can be cut down once automation has been implemented.

• Efficient hiring leading to better organizational growth: Letting AI and automation deal with the hiring process will make it more efficient in choosing candidates. This will be an assurance for the company. In addition, better organizational growth is possible since the ones hired will be on the same page as the company.

• Lessened errors in data entry and lessened instances of lost documents: Since we are dealing with fewer paper-based processes, there is no need to maintain paper trails. Data entry errors will be lessened, particularly if they are pre-programmed. And lost documents will not be of concern anymore as everything can be accessed online.

• Increased focus on strategic decision making: The everyday routine tasks will be done by automation. Employees will be able to focus their energy on things that require high-order skills, such as decision-making.

• Better employee training and development: Employing automation in HR will allow for easier collaboration to hire, train and retain skilled labor.

What processes to automate and streamline in HR?

Not all processes done in the HR department can be automated. Strategic decision-making and human intervention are still necessary. The following are some of the processes that are usually automated in Human Resources:

1. Employee recruitment and onboarding

Employee onboarding is one of the more tedious tasks taken by Human Resources. And all these tasks are done regularly. It includes job postings and collecting resumes and documents for verification. As well as giving network and tool access to new employees.

All these processes can be automated. This can speed up the hiring and onboarding process while decreasing associated costs.

2. Employee timesheets

Tracking timesheets manually is inefficient. Furthermore, this form of time tracking is usually filled with errors. This is because not everyone can remember what happened during the workday.

And imagine if it’s already time for payroll. The nightmare of compiling and managing all timesheets for all employees can be a substantial headache.

3. Leave requests

Filing a leave request can be for several reasons. It can be medical, educational, marital, or something else. Calculating and approving leaves manually can be problematic. This is due to its tedious and time-consuming nature. Human Resource staff must check the leave balance, get a manager’s approval, and record the leave for payroll calculation.

Responding and approving requests in a timely fashion is more difficult. But imagine if automation can provide secure approvals instantly—all the while updating employee’s leave records immediately. The convenience of the process will leave everyone happier.

4. Expense claims

Scanning through various spreadsheets and stacks of paper files. And all these to sort through one employees’ expense records. This is the reason why it took a lot of time for the process to be completed. But, regardless of claim size, the process stays the same.

Human resources would have to process an employee’s records into the company’s system. Then, It would also have to be reviewed and approved by the employee’s manager. Next is the accounting department. And then filing the claim can happen.

With the amount of workload and backlogs due to the process, frustration and fatigue are normal. However, with the help of automation, tedious manual processes are removed. This relieves the Human Resources team of unnecessary frustration and fatigue. And with lessened accounting errors to boot!

5. Payroll

Accurate calculations are needed in Human Resources. And this can be a problem if processing payroll is done manually as it increases the risk of error. Moreover, automation can offer more than just accurate calculations for payroll.

It can also maintain payroll records that can satisfy government regulations. As well as ensure that employees are paid the right amount at the right time.

6. Performance management

Performance management is an important aspect of HR. It’s a dynamic process that tracks, measures, and analyzes an employee’s performance. This is done by aligning it with the business’ goals and objectives.

Having automation will streamline the whole process. It will also keep it free from any form of bias, and it will ensure accurate decision-making. The best part is – it will make the experience memorable for both employers and employees.

7. Employee benefits

Tracking employee benefits through manual processes is extraordinarily difficult. In addition, employee benefits can change at a moment’s notice for each employee. This can be due to life-changing events or open enrollment.

Automation can mitigate the cost of maintaining the processes involved in benefits administration. Such processes can include benefits eligibility and benefits education and training. As well as benefits modification for life-changing events, open enrollment, and benefits onboarding.

The time, effort, and costs for such processes can be efficiently allocated elsewhere.

8. Tax filing

Tax time and tax compliance can be a struggle for many companies. However, automation provides some good news on these matters. Using automation, you can ensure you charge the right amount of tax for your products and services. Moreover, in light of government regulations, you can automate your payroll taxes as well.

9. Employee offboarding and exit interviews

Manual and paper-based exit interviews are tedious, time-consuming, and ineffective. Files must be collected and processed. Company equipment needs to be taken care of – returned and audited. And steps must be taken to remove the terminated employee from existing payroll and benefit records.

Having automation will allow these tasks to be done quickly, reliably, and consistently. This will make the offboarding process more manageable. And this will prevent any potential legal issues from arising. This can also help organizations to identify potential problems and retrieve actionable data to improve employee retention.

Expecting the value added

There are a lot of benefits of having to adapt automation in Human Resources. And the number of tasks and processes that can be automated is not lacking as well. As a result, businesses and organizations can only expect added value in their operations.

It would be better to think about automation for your HR processes before you spend more resources hiring more employees to manage the workload. There is no more need to complete processes at a snail’s pace. As things move for organizations at breakneck speed, automation is the way to go.

But a lot of factors need to be considered for a successful HR automation implementation. Factors include budget, timeline, needs, stakeholders, security, and compliance. At the end of the day, using automation for your Human Resources should be tailored to your company’s specific needs.

Once everything has been considered and taken note of for implementation, then you are on your way to a streamlined and optimized HR department.

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