Tecnologías RPA para procesos de negocio en la gestión de RR.HH.

Abstract

El artículo fundamenta la necesidad de definir procesos robóticos de RR.HH. en la gestión de personal. Basándose en el análisis comparativo de siete desarrolladores rusos de plataformas RPA, se han investigado los procesos de gestión de RR.HH. que actualmente se pueden implementar con la ayuda de robots de RR.HH. La investigación se basa en un análisis crítico de artículos científicos en el campo de las tecnologías digitales, en particular la tecnología RPA. Como material fáctico se utiliza información abierta de los sitios web de desarrolladores rusos especializados en la creación de robots de RR.HH.

The article substantiates the necessity of defining robotic HR processes in personnel management. Based on the comparative analysis of seven Russian developers of RPA-platforms, the HR management processes that can currently be realized with the help of HR-robots have been investigated. Comparison of HR management business processes with already existing RPA-solutions will make it possible to understand the degree of robots' involvement in HR processes and determine their role in HR management. The objective of this study is to identify business processes in HR management using RPA technology in terms of processes that can be accelerated by robots and those HR managers functions that cannot be automated. The research is based on a critical analysis of scientific papers in the field of digital technologies, in particular RPA technology. Open information from the websites of Russian developers specializing in creating HR-robots is used as factual material. The study identifies areas and processes already equipped with Russian HR robots and determines parameters for HR processes that can be robotized: the process should be regulated, have boundaries, duration, electronic information, repetitive tasks, and error probabilities. Processes that cannot be automated by HR robots include human communication during interviews, responses to non-standard questions, intuitive recognition, display of coefficients and other parameters during employee hiring, coordination among HR departments, management, and workers, decision-making, and more. The use of RPA platforms in HR management has significant potential. Further research can be related to a more detailed study of HR business processes in terms of setting tasks for robots, the advantages of integrating this technology with artificial intelligence tools, and determining the competencies and skills of an HR manager in today's world of digital technologies.