HR Onboarding Automation - V-Soft Consulting

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HR Onboarding Automation A paperless, time-saving, cost-effective onboarding solution

Transcript of HR Onboarding Automation - V-Soft Consulting

Page 1: HR Onboarding Automation - V-Soft Consulting

HR Onboarding AutomationA paperless, time-saving, cost-effective onboarding solution

Page 2: HR Onboarding Automation - V-Soft Consulting

WHO WOULD BENEFIT FROM THIS SOLUTION?Initial Target Audience

As we offer a faster and automated onboarding, the biggest benefits would be to:

Companies that need to do a lot of onboarding:

Service companies with a lot of employee attrition(technicians, low skilled workers, corporate restaurant staff, etc.)

HR departments that don’t currently use any tool (sub-1000 employee companies with less than 3-4 HR staff) – similar to V-Soft

Our best clients where we have good HR contacts They may provide us with insight that will help when presenting to cold prospects.

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GENERAL HR ONBOARDING PAIN POINTSThe Hidden Costs of Employee Onboarding - BERSIN BY DELOITTE STUDY

Onboarding requires a lot of paperwork. The real cost comes from the time it takes to manage the completion of paperwork, back and forth communication and other administrative aspects of onboarding.

Example:

Client onboards 4 employees/week. It takes HR 10 hours to prepare the onboarding package, communicate the process, review documents for errors and process the forms to the right provider and payroll for each new employee. That’s a 40 hour work week for one HR employee.

By adding automation, that process can be reduced by 70% to only 12 hours.

What more valuable tasks could HR provide with those 28 saved hours?

What is your average time to onboard a new employee, start to finish?

Source: https://www.glassdoor.com/employers/blog/hidden-costs-employee-onboarding-reduce/

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ASK THESE QUESTIONS TO UNDERSTAND PROSPECT’S PAIN POINTSDiscovery Questions

How long does your onboarding take? Biggest pain point is the time it takes to onboard an employee

What is your primary mode of communication during onboarding? Most only do phone calls/emails, which can be difficult to keep track of

Do you do all electronic or paper-based? Still some use paper based forms that need to be filled by employee

How much time do your employees spend in filling forms? Employees filling out multiple documents with same information gives a bad first impression

of the company

How long does it take for bi-weekly payroll? Every HR’s dreaded two days a month are the days before payroll every other week

How do you measure your KPIs? If they don’t have a tool they are not measuring KPIs

What is your biggest pain point? Mostly the time it takes to keep track of steps/processes and communicating with employees

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TALK ABOUT RELEVANT PARTS OF THE SOLUTIONBASED ON THEIR PAIN POINTSOur Platform Benefits/Differentiators

HR: Paperless onboarding process Cost-effective solution with low monthly

payments Better KPI tracking for improvements Can have all communications in one

location One stop repository for all documents Automated change management with

one click approval Monitor and update all tasks on one

dashboard Chat-based clarifications

Employee: Easy to complete tasks – No

printing/scanning No need to fill in the same information on

multiple forms Self-service (real time changes,

modifications, requests, etc.) Easy to use portal Can raise HR cases via portal, email,

phone, chat, virtual agent Easy access to information through

knowledge base Global search for all activity (articles,

cases, etc.,) Chatbot can fulfill most common requests

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EXPLAIN OUR SOLUTIONOur Solution: 5-Step Onboarding

Preliminary information

Assign documents

Complete onboarding information

Sign auto-populated documents

One click authorize automated tasks

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STEP 1: HR ENTERS EMPLOYEE’S BASIC INFO

HR enters a simple form with the preliminary information for the employee

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STEP 2: HR ASSIGNS DOCUMENTS

Based on department, location, office, etc., criteria documents will be assigned to the employee.

HR can select any extra documents from list if needed.

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STEP 3: EMPLOYEE FILLS ONBOARDING FORM

Employee then receives the credentials to get to the onboarding form on HR portal.

Information filled on this form will be auto-populated on all assigned documents for onboarding.

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STEP 4: EMPLOYEE SIGNS AUTO-POPULATED DOCUMENTS

The employee simply signs the documents according to the due dates for each of them.

All the completed documents are then saved under his or her profile for their records.

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STEP 5: HR ONBOARDS WITH 1-CLICK

• The benefits and payroll are also automatically done from portal reducing HR manager’s work load.

• HR approves with 1-click

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HIGHLIGHT SOME OF THESE TALKING POINTS

HR gets an estimated effort savings of 70% Assigning onboarding documents is as simple as a click and all that employee needs to do is

sign, as all other information is auto-populated. Benefits are auto-enrolled upon employee’s selection of requirements, reducing involvement

of HR activity. Payroll is auto-generated to the account provided by the employee upon approval of the

manager, which simplifies HR efforts. Along with HR, onboarding duties of other departments is also simplified by automated

orchestration. The transparency of onboarding to the employee is also much higher as everything can be

tracked on the custom HR portal. Changes in an employee’s profile, data, or elections can all be completed in the same user-

friendly interface. Each employee’s documents are all auto-saved, which saves the effort of organizing them. All communications (phone, email, portal, and chat) with the employee will be in one location. Various reports can be generated based on defined KPIs for HR. Off boarding is automated and secure

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INITIAL PROSPECTING APPROACHES

HRs We Know: Reach out to HRs we work on staffing clients saying we have developed

something cool, want to see what you have and how we can improve to onboard faster.

Reach out to local HRs that our HRs know

Pass on feedback to our team

Conferences: SHRMs

HR meet ups

Lunch and learns that we can organize

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BASED ON LEADS, WE CAN DEFINE:

HRs We Know: How to filter leads

Steps to follow after initial discovery

General costs and time estimates based on type of requests