Which HR processes are particularly suitable for automation?
Answer: Repetitive, standardized processes that are frequently repeated and require a lot of manual effort are particularly suitable. These include
- Time recording: Employees clock in and out via app, the system automatically calculates working time, breaks and overtime.
- Absence management: Vacation requests are submitted in self-service, the system automatically informs the manager and updates the vacation balance.
- Applicant Management: New applications are automatically imported into the system, categorized and answered with a confirmation of receipt.
Example: In a company with 150 employees, vacation requests used to be submitted by email. Today, everything is done digitally: request → automatic notification → approval → entry in the calendar → HR is no longer involved.
Can strategic Personnel Development also be automated?
Answer: Yes - many components can be mapped and automatically triggered with software support. These include, for example
- Individual training proposals based on roles and competence profiles
- Reminders for employee appraisals and target agreements
- Automated progress tracking for learning objectives
Example: In an industrial company, newly promoted team leaders automatically receive a training package with e-learning, classroom training and a peer feedback module - all automatically assigned by the system after role allocation.
How does automation help with regulatory compliance?
Answer: Automation helps to reliably implement working time regulations, data protection and documentation obligations:
- For example, the system automatically recognizes when the maximum daily working time is exceeded and reports this.
- Documents are stored in an audit-proof manner and automatically deleted or archived once the retention period has expired.
- Access to personnel files is logged completely.
Example: A company in Switzerland uses automated time recording with break monitoring. In the event of violations of rest periods, a notification is automatically sent to HR - including a daily overview for review.
Does automation also make sense for smaller companies?
Answer: Definitely. SMEs in particular benefit because they often only have limited HR resources. Modern solutions are modular and scalable - for example, they can start with the automation of absences and later expand to recruiting or Personnel Development .
Example: A 30-person company automates vacation requests, absence calendars and payroll accounting with a cloud solution. This saves around 8 hours of administrative work per month - and significantly reduces queries.
What are the typical stumbling blocks in automation - and how can they be avoided?
Answer: The most common challenges include
- Unclear processes in the current situation
- Resistance from employees or managers
- Technical silos or unconnected systems
Example: In one company, payroll accounting and time recording were managed separately - which often led to discrepancies. Following the introduction of an integrated system, time recording is automatically transferred to payroll accounting. The error rate fell by 90 % and queries were reduced to almost zero.
Automation should be introduced gradually, with clear responsibilities and change communication - accompanied by an experienced implementation partner.
The automation of HR processes is a key lever for efficiently meeting the increased demands in the HR area. It reduces manual activities, increases quality and creates space for strategic HR work.
We will be happy to advise you:
Severin Ravaioli
Head of Sales Switzerland
severin.ravaioli@umantis.com
+41 76 415 32 45
