Awesome content, even better software. Just think what our technology could do for you.
How To Embrace Automation in Payroll and HR
With mid-year racing towards us, it may be time to evaluate your current payroll and core HR systems. Specifically, the automation functionality of said systems. Only about 37 percent of HR services are automated, and respondents in this CareerBuilder survey claimed HR tasks as the most inefficient. It’s clear why you need automation; but how can you easily embrace it?
We get it - change can be scary. There’s a lot of potential unknowns that come with something new, but for those willing to take the plunge the payoff can be great. Only when there is hesitation can there be major losses. There are many reasons why businesses are reluctant to embrace automation, and the top three obstacles to adopting automation are:
- Committing to the personnel and budget required to make the switch.
- Employee resistance to change.
- Concerns about job security.
These are the common concerns when it comes to embracing automation, but we’ve provided a few ways you and your organization can overcome them.
1. How To Overcome Resources Woes
The key to overcoming concerns with the personnel and budget required to make the switch to an automated system is preparation. Before you even choose a payroll or core HR solution, you must conduct a thorough evaluation of each provider on your radar.
Do your research before you start looking for solutions. Check out peer review sites for intimate product knowledge by users; if you see something concerning, don’t evaluate that provider. Ask questions during system demos about how each platform can help solve your company’s pain points. If you can’t get a direct answer, the company may be a risk for your organization.
Ensure the provider you’re considering knows what your goals are, and that you’re working together to eliminate all uncertainties and reservations you have.
2. How To Overcome Employees’ Resistance To Change
There’s always that one person who just hates change. They don’t see the point of fixing something if it isn’t broken. But the issue is, companies are going to hit their breaking point if they don’t adopt automation soon. The workload for HR has increased by 20 percent in the past year alone; 46 percent of companies will hit their breaking point by the end of 2018, and 86 percent of businesses will hit it by 2020.
Of course, stats alone won’t be enough to convince resistant employees to accept change. Change is happening so frequently that over half of U.S. workers in the past year have undergone some sort of adjustment within their organization. Just hearing that yet another change will soon be upon them is enough to make your employees dig their heels into the dirt.
Instead of telling your employees about this imminent switch, get their opinions on their current work process. What are their current pain points, and what elements of their job has been made harder to complete due to manual processes? Listen to the answers they give you, and acknowledge their responses. Make them feel as if they are an active contributor to the decision being made by a “participation-through-representation” method. In doing so, they feel like they have helped to make the decision and will more likely go along with the changes.
3. How To Overcome Concerns About Job Security
With the rise of AI and technology, people hear stories about how robots are taking over our jobs. That’s both true and false: Technology now has the ability to do the mundane, mindless, and tedious tasks that take up to 16 hours per week to complete.
The purpose of these automated systems is to take the burden out of manual tasks that 9 out of 10 employees feel on a daily basis; it’s to make their lives better, not ruin their careers. It’s up to the managers to express this sentiment to their workforce. To reinforce this message, provide trainings on how the solution implemented will help the employee.
Show them how automation can provide a better, more efficient way of performing their jobs. By providing thorough trainings on the new system, employees will have better adoption and usability rates. They’ll see the automated solution as a tool for growth, rather than their replacement.
Cut The Weeds So The Flowers Can Grow
To get the most out of an automated payroll and core HR system, it should help solve challenges you’re currently facing. Remember, the solution is supposed to be an asset for your company, not an unnecessary expense. Anything new and foreign can seem pretty scary but if you’re prepared, communicate with your employees, and show them how change will benefit them, expect to see major growth in your company’s future.
How APS can help
APS brings innovation and scalability to modern human capital management. We believe that our clients, their employees, and our partners deserve the best, easy-to-use human capital management platform delivered with personalized service and support. We build our unified technology from the ground up, focusing on usability, efficiency, and adoption. APS understands the challenges organizations of all sizes face, which is why we craft a full spectrum of cloud solutions that address all aspects of employee management.
Business Administrator, Christ’s Church
The support for onboarding is excellent and their customer service is top notch. APS worked to get all of our needs met, and they continue to be problem solvers for us. Initially, I needed help navigating the system and they worked with me until I was comfortable and confident using the system.
Check out more great articles from the APS Blog covering HR, payroll, and everything in between.
We’ve compiled a list of our most frequently asked questions for employers navigating Coronavirus into a convenient resource for you.
In this article, we are discussing how to avoid COVID-19 phishing scams, including email, phone, and text.
In this article, we discuss how to pay employees during COVID-19 pandemic so you can reassure your workers during this challenging time.
The Families First Coronavirus Response Act was signed into law on March 18, 2020. Here’s what we know so far.