We have been talking about the impact of disruption on the Employee and Talent agenda. Today, everyone is used to being treated as a ‘Customer’ and the same expectation carries through when people enter an organisation. The growth of technology organisations (the world’s 5 biggest businesses are all technology based) and the benchmark they have set around how employees get treated (flexibility, free food & drink, personal perks, great decor & design etc) have raised the bar for other organisations. HRDs and business managers now understand the mantra of success is correlated with creating an enriching employee experience, in which the employee feels valued and is empowered to be self-sufficient and productive.
How do digital/ AI-based solutions assist in enhancing the employee experience?
- Firstly as compared to clunky HRIS systems, great care is paid to the user interface in all these solutions. Access is via several options and usage is very intuitive making adoption and usage easy.
- Secondly, response is immediate due to the use of Bots and virtual assistants. More importantly, AI capability & machine learning ensures there is continuous information built up and a personalised approach is possible. The rise of the digital integrated experience now offers employees flexibility and flow of real-time information.
- Thirdly, the emphasis on real-time feedback and the use of gaming/reward/comparison with peers is enabling strong employee engagement. Organisations have seen a marked difference in participation levels with employees feeling more empowered.
Personalizing the employee experience is imperative to building a strong corporate culture, brand loyalty, & productivity and digital AI-based solutions offer a low cost and easy way to build this.
We will delve deeper into the impact of disruptive technologies on the other categories namely – Costs and Productivity, Employee Retention, a Strategic HR function and Culture Building in a series of articles in the following weeks. This is the second article in the series.
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If you missed it, you can read Part 1 here.
The Business Transformation Network has posted this article in partnership with HR Tech Partnership.
