As artificial intelligence continues to spread across the business landscape, it is transforming work in countless ways. For example, thanks to AI, we’re entering a new era of hyper-automation. Of course, businesses have been automating mundane and repetitive tasks for decades. But hyper-automation goes much farther, by making it much faster, cheaper, and easier to re-engineer entire business processes.
So, what exactly can hyper-automation do (and cannot do)? And how can organizations benefit? First, it’s important to understand which processes are likely to be turned over to algorithms, which will always require human expertise, and which benefit from a combination of high-tech and human touch. Here’s what HR professionals should keep in mind…
Why is Hyper-Automation Important?
Of course, hyper-automation isn’t limited to HR solutions. In fact, the global hyper-automation market is expected to reach $82.2 billion by 2028, with an average year-over-year growth rate of 16%. And deployment is likely to reach every industry in one way or another. Business functions that are at the center of this burgeoning market include marketing and sales, operations and supply chain management, finance and information technology, as well as HR.
Already, employers are readily adopting hyper-automation for HR-related applications, with impressive results. For instance, over the past few years almost half of companies that adopted AI for people processes have decreased their HR costs. And this may be only a glimpse of what’s to come, as automation gives way to hyper-automated solutions that dramatically outperform existing digital tools and systems.
The possibilities are endless, as hyper-automated HR tech accelerates time-consuming manual processes, such as resume screening, timesheet management, onboarding, offboarding, and even employee appreciation. However, hyper-automation is only effective if it can streamline and improve HR tasks without jeopardizing the human side of these functions.
For example, employee appreciation naturally depends on human awareness, judgment, and interaction at all levels of an organization. So, hyper-automation may improve some aspects of appreciation. However, it’s important for managers and HR teams to continue driving other aspects of this process.
How Hyper-Automation Works
Today, digital automation makes it possible for organizations to quickly scale specific activities up or down as needed, without investing in additional staff members, training, or other resources. On the other hand, hyper-automation takes this to a new level. It streamlines entire business processes, using a variety of advanced technologies such as AI, intelligent process automation and robotics.
By using various types of data, it can also tap into sophisticated technologies like optical character recognition, intelligent document processing, and natural language processing. This enables more agile, precise automation through systems that are significantly faster, more accurate and more reliable than manual work processes.
However, as hyper-automation takes hold, smart HR teams will want to focus more heavily on strategic responsibilities that can’t be automated. Which brings us back to employee appreciation.
Employee Appreciation in a Hyper-Automated World
As I mentioned earlier, hyper-automation transforms organizations that are struggling to perform functions manually. It can even ensure that employees receive timely, meaningful appreciation on special occasions such as birthdays and work anniversaries.
Yes, that’s right. Employee appreciation can be automated to an extent. And along the way, you don’t need to lose the human touch. How? Let’s look closer.
In our recent survey, 2024 Employee Happiness Trends in the U.S., 98% of respondents told us that increased appreciation strengthens work dedication and happiness. Their response makes sense. But how does hyper-automation help? It’s a cost-effective way to ensure employees receive the appreciation they deserve — when and where it matters.
For instance, recognition often suffers in remote work environments when team members lose a sense of connectedness. This is when digital recognition programs can make a big difference.
With a hyper-automated system, employees receive regular feedback and acknowledgment for their work, which in turn builds a sense of connection and belonging. It bridges the gaps that develop in remote and hybrid work situations, and incentivizes staff to stay motivated and engaged in their work.
Of course, to stay engaged, employees require multiple touchpoints with managers over time. And although automated reward systems can provide these touch points, it may not be enough. In addition, leaders need to check-in regularly with team members to ask job-related questions, provide feedback, offer encouragement, and ensure that everyone feels supported.
A Smarter Way to Engage Employees
For organizations to operate profitably and advance their mission, employee engagement is imperative. When employees feel satisfied and fulfilled in their roles, they are more likely to stay with the organization. This reduces turnover and its associated costs.
However, managing engagement can be time- and resource-intensive. That’s why hyper-automation is attractive. It promises a relatively hassle-free new way to keep your workforce engaged.
Research confirms that automated employee engagement tools help improve job satisfaction and boost employee retention rates. When employees feel connected to their organization and its objectives, they become more committed, motivated, and focused on their work. This in turn leads to stronger productivity and performance, which is why engagement tools are critical for a company’s success.
The best automated engagement tools create a positive work environment and culture. Engaged employees exhibit positive work behaviors, collaborate effectively, and contribute to a more cohesive, supportive work culture. This positive atmosphere ultimately boosts morale, teamwork, and overall employee wellbeing.
Engagement tools also create loyal advocates for your company. Engaged employees are more deeply connected with your brand, so they’re more willing to advocate for your products, services and work culture. This kind of loyalty enhances your organization’s reputation, attracts top talent, and positively influences customer perceptions.
Moreover, automated engagement tools foster innovation and creativity within organizations. When employees feel regularly encouraged and rewarded for solving problems and sharing ideas, you’ll benefit from more diverse perspectives and a culture of continuous improvement.
Tech + Human Involvement = Best Results
HR teams have far more on their plates than employee recognition and engagement. That’s why hyper-automation can serve as an extension of your team, with a system designed to connect with employees and celebrate them individually, on their birthdays, anniversaries, and whenever they reach key work milestones.
But a successful approach to recognition depends on personalizing these touchpoints in authentic ways. It’s not just about automating manual and routine tasks. It’s also about freeing up your HR team’s time and attention, so you can focus on developing creative ways to make recognition personalized, meaningful, and fun.
So, let hyper-automation take care of recognition tasks that can be programmed and managed digitally, while your human HR team handles the high-touch moments that breathe life into employee appreciation.
A Final Word on Hyper-Automation
Each employee brings a uniquely personal experience to the table. Each adds to your culture in a very specific way. Acknowledging this with systems that welcome and engage individuals on a continuous basis gives them the confidence and freedom to be themselves at work and contribute their best effort to your organization.
And now, AI can handle some of these engagement responsibilities much more efficiently and effectively. Meanwhile, HR teams should focus more deeply on what they do best — facilitating genuine human connections with top-down and peer-to-peer appreciation, as well as other engagement efforts.
In fact, with AI programs rolling out so rapidly, a human touch is more important than ever. So organizations that commit to a high-tech/high-touch strategy can expect to gain an advantage over those that lag behind.
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