Top 15 HR Automation Case Studies to Inspire Your Digital Transformation in 2024

Hi there! As an HR leader, you know there‘s huge potential to streamline administrative tasks using robotic process automation (RPA), artificial intelligence (AI) and other digital tools. But it can be tough to get started without seeing examples of how other companies have successfully automated HR workflows.

Let me show you 15 real-world case studies across different industries that showcase the business benefits – you‘re bound to find inspiring examples that could apply at your organization too!

I‘ve been researching and advising companies on HR automation for over five years. In this article, I‘ll analyze the types of processes being automated, impacts achieved, and key lessons learned.

My goal is to provide you with compelling data, trends, and recommendations so you feel confident building a business case for HR automation this year. Let‘s dive in!

The urgent need to modernize HR operations

Before highlighting the case studies, it‘s important to understand why HR automation has become such a priority.

  • Repetitive tasks: On average, HR staff spend around 30% of their time on routine administrative work that offers little strategic value.
  • Productivity gap: 55% of companies say inadequate systems and processes reduce HR productivity, according to PwC research.
  • Cost pressures: HR departments are being asked to reduce costs while also providing better experiences.
  • Compliance risks: Manual processes increase risks of errors in regulatory reporting.

At the same time, employee expectations and demands on HR have risen dramatically. This combination of factors is driving urgency around automation.

Adoption remains low despite proven benefits

Even with all this pressure, adoption of HR automation is still in the early stages globally:

  • Only 10% of companies have achieved high levels of automation so far, per PwC‘s survey.
  • The share of HR budgets devoted to automation is just 4% on average.
  • 36% of organizations have no plans to automate HR processes in the next 12 months.

So what‘s holding companies back? The number one barrier is lack of clear business cases and use cases.

That‘s where the real-world examples I‘ll share can help! By showing the processes automated and the impacts achieved, these case studies make the benefits tangible.

15 compelling HR automation case studies

Let‘s explore real examples of how leading organizations across sectors have automated HR workflows using RPA, AI, and other technologies:

CompanyIndustryCountryVendorUse CaseBenefitsImpactSource
QBE InsuranceInsuranceAustraliaKofax RPANew hire onboardingImproved experience, reduced timeOnboarding documentation time cut from 5 days to 24 hours[Case study](
Danske BankBankingDenmarkAutomation AnywhereNew employee onboardingFaster onboardingOnboarding time reduced from 3 weeks to 3 days[Case study](
SodexoFacilities managementGlobalUiPathNew hire onboardingImproved experienceWait time for system access cut from 4 weeks to 4 hours[Case study](
Coca-ColaFood & beverageGlobalBlue PrismHR record auditingImproved complianceIncreased records audited from 20% to 100%[Case study](
TelenorTelecomNorwayUiPathAbsence managementImproved accuracyAbsence data accuracy increased to 99%[Case study](
Kellogg‘sFood & beverageUKAutomation AnywhereNew hire onboardingFaster onboardingOnboarding 65% faster after automation[Case study](
TeleperformanceOutsourcingGlobalUiPathPayroll processingCost reductionSaved $1.5M in first year of automation[Case study](
BAE SystemsDefenseUKAutomation AnywherePayroll data processingFaster processing7x increase in payroll data processing speed[Case study](
SantanderBankingSpainBlue PrismNew hire onboardingFaster onboardingOnboarding time reduced from 6 weeks to 2 days[Case study](
DeloitteConsultingNetherlandsAutomation AnywhereRecruitment processImproved experience, faster hiringApplication screening time reduced from 3 weeks to 3 days[Case study](
ElectroluxManufacturingItalyUiPathPayrollImproved compliance, cost reductionPayroll processing cost reduced by 60-80%[Case study](
MetLifeInsuranceAmericasAutomation AnywhereEmployee onboarding and offboardingCost reductionSaved $3 million annually in onboarding and offboarding[Case study](
CVS HealthHealthcareUSAKofax RPANew hire onboardingImproved experienceOnboarding document processing time reduced from 7 days to 1 hour[Case study](
TeliaTelecomFinlandEpiroc RPAPayrollCost reductionSaved €200,000 annually in payroll processing costs[Case study](–case-study)
Societe GeneraleBankingFranceUiPathCompliance control testingImproved auditabilityCompliance controls testing efficiency improved by 80%[Case study](

As you can see, organizations across geographies and industries are automating key HR processes like onboarding, payroll, compliance, absence management, and recruiting.

The benefits range from massive time savings to improved accuracy, faster processing, enhanced experiences, and significant cost reductions.

With these compelling examples, you can start building automation business cases tailored to your organization‘s specific needs and priority areas.

Challenges to consider before implementation

While the potential of HR automation is huge, it‘s not without challenges. Here are some key obstacles other companies have faced:

  • Integration with legacy systems – Older HR platforms can lack APIs needed for easy automation.
  • Change management – Employees may resist the technology or need extensive training.
  • Unstructured data – Information in various formats like handwritten forms can be harder to automate.
  • Compliance risks – You must ensure correct security, controls, and transparency.
  • Unrealistic expectations – Leadership needs to understand benefits will come in stages, not all at once.

The vendors and consultants I work with help clients navigate these challenges through strategies like starting with a limited pilot, having executive sponsorship, and involving employees early on.

But by knowing the potential pitfalls upfront, you can prepare mitigation approaches from the start.

Skills needed for implementation success

Given the technical and change management aspects, cross-functional collaboration is key for automation success:

  • HR – Help identify top priorities and processes, manage change impact, monitor performance
  • IT – Integrate systems, implement technology, maintain infrastructure
  • Finance – Analyze costs and ROI, track savings achieved
  • Operations – Redesign processes for automation, ensure smooth handover
  • Business leaders – Sponsor initiatives, communicate importance throughout organization

Some companies also bring in external consultants who have done multiple automation deployments and can share best practices. Vendor partners provide platforms and tools aligned to your use cases.

With the right skills and partnerships, you can avoid pitfalls other companies faced and accelerate time to value. My team would be happy to provide guidance!

Building the business case for HR automation

To secure investment, you need a compelling business case backed by strong ROI projections. Some tips:

  • Calculate potential time and cost savings – Use internal data or vendor benchmarks to estimate efficiency gains and expense reduction possible.
  • Highlight qualitative benefits – Faster processing times, improved compliance, better experiences for managers and employees.
  • Leverage case study examples – Use the stats and outcomes from companies similar to yours.
  • Start small – A targeted pilot in a contained process lowers risk and builds credibility.
  • Plan for scalability – Ensure your platform can expand automation across HR, not just a one-off.

With detailed cost-benefit projections tied to strategic priorities, you can get leadership onboard to fund HR automation initiatives even in a tight budget environment.

The future looks bright for HR automation

Based on my research and client work, HR automation will rapidly scale across organizations over the next five years. Driving this growth is a convergence of technological advances and economic pressures:

  • Platforms are becoming more user-friendly and pre-configured for HR needs.
  • Natural language processing and AI allow automation of unstructured data.
  • Increased cloud adoption facilitates implementation and integration.
  • As talent competition heats up, HR needs to provide a seamless employee experience.
  • Organizations must do more with less staff through automation and digitization.

Hopefully these real-world examples have shown the tangible benefits you can achieve. I think HR automation will soon transition from nice-to-have to must-have!

With the right strategy tailored to your organization‘s needs, you can put HR in a position to add even more strategic value as mundane tasks are automated away.

If you found this helpful or have any other questions, I‘d be happy to discuss further – automation is my passion! Just drop me a note anytime.

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