Automation is an essential element of digital transformation. It increases efficiency, provides opportunity for growth, and minimizes expenditure. For charities, automation provides plenty of opportunities, including easy routes to fundraising, effective forms of service delivery and more.
However, particularly for charities and non-profits, it is important we know which processes should be automated.
When reflecting on and alalysing your organisations processes, asking yourself these questions will help you identify the areas where you should consider introducing automation in order to reduce the number of tedious tasks and to mitigate risk.
Organisations should avoid automating tasks that require human interaction and empathy, such as counseling or mentoring. Processes that generally require human intervention and thinking or decision making are where you should leave automation out. For example: Human Resources, Customer Support, Live Chat (in some cases), High value sales process, and any process or role that requires creativity, empathy or judgment.
This is the first step in automation. Identify the tasks that are repetitive and can be automated. Ask yourself the questions above to try and identify the processes to target for Automation.
This will help you save time and reduce errors.
Once you have identified the tasks that can be automated, you need to set your organizational goals. This will help you determine what you want to achieve with automation.
The next step is to choose the right tools for automation. There are many tools available in the market for automation. Choose the one that best suits your needs.
Automation brings change to your organization. You need to manage this change effectively. This includes training your employees on how to use the new tools and processes.
Finally, you need to measure and monitor the effectiveness of your automation efforts. This will help you identify areas for improvement and optimize your processes.
Employee onboarding is an essential process that helps new hires adjust to their new roles and become productive members of the team. A good onboarding process can help new employees feel welcome and valued, which can lead to higher job satisfaction and retention rates.
For non-profit organisations, onboarding is especially important because it can help new employees understand the mission and values of the organization.
Compliance is the most fundamental level of the onboarding process. It includes teaching employees basic legal and policy-related regulations.
Clarification ensures employees fully understand their new job and all related expectations.
Culture is a broad term and includes providing employees with a sense of organizational norms — both formal and informal.
Connection refers to establishing the vital interpersonal relationships and information networks.
Imagine you oversee human resources at a charity called ‘Mental Health Matters’. Mental Health Matters has been undergoing rapid growth as the fall out of the Covid pandemic has placed additional strain on its service provision. To meet this growth, you have been tasked with automating the employee onboarding process:
Take some time to think about how you would go about automating the onboarding process…
When looking to automate the onboarding process in your organisation here are some things you should consider…
Great Work!! Congratulations on completing another section of the Automating Processes Lesson.
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