Executive Summary
Generative AI, or Gen AI, has certainly unlocked several possibilities in the world of analytics that can help business functions and their owners derive a lot of data-driven intelligence. This can make their decision-making process faster and more accurate. This becomes particularly useful for functions in a company where people are more business-focused and less tech-savvy and grapple with complicated analytical tools.
In this whitepaper, we focus on the HR department, where employee-centricity is imperative to ensure effective operations and customer delight. Many GenAI use cases are just beginning to be explored by HR departments. However, generative AI is not free of limitations and challenges. We are not yet at a place where we can trust GenAI a hundred percent to produce accurate, consistent, and reliable outputs. This
Risk can be mitigated by using automation components that leverage the strengths of GenAI engines while overcoming their limitations. Let’s dive deeper into the realm of GenAI for HR Analytics—its limitations, challenges, and ways to tackle them.
Introduction
Peter Drucker and several other management gurus have long propounded the strong correlation between company profits and customer satisfaction. While that is true, there is a need to peel one more layer and ask the question: – what leads to consistent customer satisfaction?
Studies have shown that Employee Satisfaction is the single most important factor that drives Customer Satisfaction. The pivotal question is how does an employee feel about his/her role in the company?
Here’s what Gartner’s research has to say about this topic:
Employees Are Always Giving Feedback – But do you know exactly what?
A lot of companies today are clear about the priority of employee satisfaction in the present times. They are keen to know what their employees feel about the processes, benefits, the general work environment and how likely are they to stay with the job, how will they perform and so on. Which is why HR epartments have set up various employee feedback tools/processes – third party tools, home grown applications, good old Excel files et al – for not just soliciting, but also eliciting feedback from employees. Plus there are external forums like Glassdoor, Ambitionbox etc. where employees voice their feedback about a company. There in lies the challenge – so many channels of information that typically do not talk to each other. How does one get a unified view of:
- the topics of interest for the employees
- their sentiments around those topics –
positive, negative, neutral - the next level emotions tied to the topics –
suggestion, compliment, complaint, gratitude,
frustration etc. - …and so on.