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Impact of Disruption on the HR function: Employee Retention

HR Tech Partnership

Posted 19th November 2019.

Digital disruption has overhauled the rules of employee engagement amongst many other aspects in the employee and talent space. Businesses understand the importance of engaged employees and its effect on their productivity and commitment levels. They now need to leverage AI-based digital advancements to help their employees collaborate, connect and communicate with a prime focus on keeping them happy and lowering the attrition rate.

How AI-based tools increase employee engagement and improve retention ratios.

The legacy method of workplace surveys is a thing of the past as it didn’t provide any real-time data reflecting an employee’s current concerns. The integration of chatbots and virtual assistants within the self-service portal framework allows employees to do data searching for business-related insights without additional effort. They can connect and share information with another user or department within the organization anywhere at any time.

Other AI-based tools now offer the use of Natural Language processing which leverages the capabilities of neural networks. Alexa, Google Assistants, and Siri use text to speech software to create a more engaging environment for the user. These are being used in Employee Self Service platforms and collaborative platforms fostering peer-to-peer learning capabilities within organizations. Open online courses integrated with learning management systems is another way to keep employees engaged and abreast of the latest technologies keeping them relevant in the technology landscape.

Therefore, improving employee engagement is imperative to building a strong and loyal employee base and digital AI-based solutions offer a low cost and easy way to build this.

We are delving deeper into other aspects of the impact of disruptive technologies in the employee and talent space namely — Strategic HR function and Culture Building in a series of articles in the following weeks. This is the fourth article in the series.

Originally published at www.hrtechpartnership.com

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