Employee engagement is the talk amongst the employer due to the increased employee turnover; every employer is concerned about increasing employee retention rate. Losing their key employees can cause the loss of their contribution and money. Worldwide employer are getting aware of improving the employee engagement and investing much money in building a stress-free, and lively environment for the employees keep them satisfied and motivate them to increase willingness to contribute more in the task they are doing. The engagement institute- a combined study by The Conference Board, Sirota-Mercer, Deloitte, ROI, The Culture Works and Consulting LLP have mentioned that disengagement of employees costs upto $550 billion a year. Not only just introducing games and get together but streamlining the routine tasks and processes by adopting an HR software can increase employee engagement.
Onboarding is one of the initial processes of introducing the employee to the company and with various processes and workflows. Employees when introduced to a robust onboarding process, they are likely to stay in the company. Process of onboarding includes feeding the employee’s personal an professional data into the system along with documents as proof of the information provides. In the conventional system of employee onboarding, all these tasks are done manually; it not only consumes HR’s time but also increases the complexity as manual data entry is prone to human errors. Automating this task give an overwhelming feeling to the employee as they are given the authority to feed their data into the system, the artificial intelligence facilitated system can guide the employee with the system as well as the workflow of the company; the system can also acknowledge the employee with their training and orientation schedule.
The conventional system created an invisible wall amongst tire of the employee. Employees have to rely on verbal interactions with the managers about any of their application. The managers also have to rely on the oral reporting given by the on-field employees about their presence. Lack of enough transparency and communication medium creates dissatisfaction and chaos amongst the employee and managerial staff. Attendance systems consisted of registers or spreadsheets that are prone to time theft, not forgetting the incapability of recording the real-time attendance of the on-field employees that include their location. The employer can integrate the attendance module with the biometric devices for their face or fingerprint recognition to capture their attendance making the system time theft proof. GPS based attendance enables the employees to punch their attendance from their phones; the payroll software uses GPS of the phone to fetch the location of the employee along with the date and time.
When the employees make attendance or leave the application they have take verbal follow of the approval, the conventional system not only decreases transparency but also encourage bias. The software lets the employee take over their authority to have access to their data. The system acknowledges the employee the current status of their application and in which stage of approval flow it is currently. The employees can also view the attendance data and also notify the manager easily in case of any error. They can also get the assistance of any queries regarding payroll download, placing attendance or leave application and IT statements without the HR intervention from the chatbot.
Performance and Training Management
Not all the employees have the same potential and the capability to contribute in the task, splintering task based on the quantity will lower the quality of the work and also create difficulty in completing the task within the deadline. Knowing the potential of the employee becomes necessary, an also aligning the goal with their potential. Inferiority can be a major reason for employee’s disengagement; it is caused due to inadequate knowledge of the task they are doing. It can be eliminated by providing them with the necessary training. It can be done by analysis the employee’s performance, teh employees can be bifurcated based on their performance into good performers and underperformers. The manager can conduct training for the underperformers to increase their knowledge and their contribution to the task and ensure monetary and nonmonetary benefits for the good performers for motivating them to keep up their excellent work. It increases employee engagement and increases the retention rate. The employee engagement can convert the employee’s willingness to do work into profitability and growth of the organisation.