Most people do not choose a career in Human Resources because they enjoy paperwork. They choose it because they want to work with people, support employees and help build stronger organisations.
HR professionals consistently identify employee support, talent development and shaping company culture among the most rewarding parts of their roles.
As businesses evolve, HR continues to play an increasingly strategic role in helping organisations make informed decisions while creating workplaces where people can thrive.
Despite this, many HR professionals still spend a large part of their day on administration.
Why some HR teams are sceptical
According to Mignon Wolmarans, HR Product Manager at Deel Local Payroll, self-service technology can sometimes be misunderstood.
“HR professionals are smart, adaptable and comfortable with technology. But when they see self-service features in HR software, some worry that the technology is trying to replace them. If employees can complete certain tasks themselves, it’s easy to wonder where HR fits into the picture. Fortunately, that’s not how self-service works in practice.”
Does self-service make HR less relevant?
Wolmarans believes the opposite is true.
“Self-service actually brings HR closer to people.”
While employee support remains central to HR, administration continues to consume a significant portion of the role. Tasks such as issuing payslips, managing onboarding forms, processing leave requests and handling performance review administration take up valuable time.
According to Deloitte research, administrative work accounts for more than half (57%) of HR professionals’ time.
Employee self-service (ESS) platforms help reduce manual processes, improve accuracy and free up time for HR professionals to focus on supporting employees.
Some HR teams remain concerned that automation might reduce oversight or weaken relationships with employees. Others worry that routine interactions, such as leave requests, often provide valuable insight into employee wellbeing that could be lost through digital processes.
Creating more meaningful HR engagement
According to Wolmarans, self-service technology strengthens rather than replaces the role of HR.
Automated workflows and direct employee data capture reduce errors while giving employees quicker access to the information and services they need.
At the same time, HR professionals remain responsible for supporting employees through complex, sensitive and people-focused matters.
The information generated through self-service systems also provides valuable data that helps HR identify trends, improve workforce planning and make more informed decisions.
“If someone needs a payslip, what’s more convenient?” asks Wolmarans. “Downloading it instantly from a secure portal, or waiting until they’re back at work and interrupting an HR professional who may be dealing with a sensitive employee issue? Employees still turn to HR when they need support, guidance or help solving problems. Self-service simply removes the routine requests that consume valuable time and capacity.”
What employees can do themselves
Modern HR self-service platforms allow employees to manage a range of everyday tasks, including:
- Downloading payslips and tax certificates.
- Applying for leave, checking leave balances, viewing team calendars and tracking leave history.
- Submitting travel, overtime and other expense claims through automated approval workflows.
- Uploading supporting documents and tracking requests.
- Managing performance reviews, goals, scorecards and feedback.
- Enrolling in training programmes through online training calendars.
- Accessing personal information, contracts, job descriptions, company policies and benefits information.
- Completing onboarding documentation through digital forms.
Giving HR more time to add value
According to Wolmarans, the greatest advantage of self-service technology is the time it gives back to HR professionals.
Reducing repetitive administrative work allows HR teams to focus more on supporting employees, developing talent, strengthening organisational culture and contributing strategically to business success.
Rather than replacing HR, self-service allows professionals to spend more time on work that requires human judgement and interaction.
“I’ve seen it happen many times,” says Wolmarans. “At first, HR teams are often sceptical about self-service. Then they start using it and discover how much time it saves, how much value it creates, and how positively employees respond to it. One HR manager at a mid-sized company told me, ‘I thought it would take my job away, but it’s actually made me better at my job and more valuable to the business.’”
Ultimately, self-service is not about removing the human element from HR. It is about removing the administration that stands in the way of it.
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