In the same way that Netflix or Spotify have changed the audiovisual experience by offering personalized content to the user, more and more organizations are investing in intelligent tools that offer personalized experiences to employees through the application of virtual assistants, recommendation algorithms of training or career plans based on your preferences and interests.
Each person is unique, and has different needs and expectations within the organization. For this reason, the Human Resources areas must be able to offer personalized experiences for each employee if they want to attract and retain talent.
But this is not something new. The marketing areas already began to apply the "customer Centric" several years ago, putting customers at the center to offer them personalized experiences around their products and services and, thereby, produce an increase in sales. This is the challenge of HR: putting employees at the center of the organization (employee centric) to improve their experience at work, thus engaging them, captivating them and thus improving their productivity, impacting the business.
Taking this into account, the objective of the Human Resources areas is clear: Find that match between the needs and expectations of employees and the design that the organization offers them to meet their expectations. This is how organizations manage to offer memorable experiences that captivate their employees.
When we talk about employee experience we are talking about the sum of perceptions that they have in each of the interactions with the organization, such as the interview itself, their first day on the job, when they receive a promotion or training opportunities. This is where Artificial Intelligence (AI) comes into play.
One of the main challenges of the HR areas, and one that Covid has accelerated, is to be able to launch a personalized reskilling and upskilling strategy to be able to assess the skills of each employee, identify their weak points and give them the opportunity to include new ones. skills to their profile to help them improve their experience.
In this way, the reskilling process will help us offer new skills and knowledge to train our employees to do a job that is different from the one they have been doing up to now. Upskilling, on the other hand, will allow us to acquire new skills to continue doing the same work, but in a different way, either because technology or work methods have changed, among other things.
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Once we have identified what we need within the organization and how the employees feel, it is time to propose action plans for improvement. Thanks to this analysis we will be able to help our employees to see how prepared they are regarding their current role and future roles in the organization to which they want to apply. In the same way, we will be able to have an updated picture of their needs and be able to recommend training or new vacancies.
Likewise, among the most interesting novelties that the HR area can benefit from is the implementation of Big Data to reduce the turnover rate. This technology offers the possibility of identifying trends in the behavior patterns of our employees that help us understand why talent leaves our organizations.
Artificial Intelligence is, in today's society, a necessity and a great advantage for human resources departments
Thanks to descriptive analytics, we will be able to find out why turnover has taken place in our company by geographical area, by business unit, by area or department. We will also be able to identify the profile of the employee who is leaving the company, such as gender, age or training. With all this information, we will be able to apply predictive analytics to be able to identify the reasons why employees leave our company (workload, salary range, possibilities for promotion, etc.).
And it's time to take action. With prescriptive analysis we will be able to analyze the data to find which is the most effective solution among a range of variants, applying simulation techniques to identify which is the path that should be chosen. Thanks to the prediction of the algorithm, we will be able to know the profiles with the highest probability of absconding and simulate by what percentage their experience would improve by applying different actions, such as a salary increase or a promotion.
In short, Artificial Intelligence is a necessity in today's society and a great advantage for human resources departments because, not only will we improve the general performance of the company but, more importantly, we will be able to retain internal talent to drive the entire organization towards the achievement of common goals.
Cándida Martín Sánchez, Digital Transformation Manager at Stratesys