How Automation Promotes Employee Retention
Robert Sakayo
Talent Acquisition | Talent Retention | HR Policies & Procedures | Training & Development | Industrial Relations | Employee Engagement | ERP | Compensation & Benefits | Performance Management | OSHA | HR Reporting |
When an employee exits an organization, it can leave a noticeable hole. But when large volumes of the workforce are departing, the problems can be much more serious. What is abundantly clear is that there is a direct correlation between having access to proper technology and job satisfaction.
Automation relieves employees of those repetitive, cumbersome tasks and makes room for new learning and better work experience. Being liberated from limiting tasks can drive employees to better appreciate their role in an organization and expand their proficiencies within the company.
Automation promotes safety at the workplace (especially in the manufacturing industry) by passing on risk tasks that could cause occupational accidents & health problems to programmable machines. This gives the employees a greater sense of security, which helps reduce stress and anxiety and promotes general well-being.
Automation plays an important role when it comes to job satisfaction. When employees have the tools they need to complete their jobs as effectively and efficiently as possible, it reduces work-related stress and increases overall job satisfaction.
While some people argue that automation favors machines over employees, a closer look at its essence suggests otherwise. Automation takes that mechanical feeling away from an employee’s job so they can focus on more “meaningful tasks”. It allows employees to maximize production while simultaneously evolving as professionals. When automation is thoughtfully integrated into an organization, it’s a win-win situation for the employer and employees.
While it involves capital investment costs, the benefits of automation are multi-faceted and far-reaching.
HEAD OF PEOPLE AND CULTURE at EON ENERGY LIMITED
4moGood piece. Automation improves organizational capacity in 3 area 1. Transactional 2. Relational 3. Transformational.. By taking over mundane tasks it enables HR staff to focus on strategic areas. Am HR team that has information has data on issues that aud decision making. By looking at these data they know the organization " health". Data on issues affecting staff attraction,investment,engagement and retention is available at the fingertips. So is data on organization development, gender and diversity, performance management, turnover and absenteeism. employee involvement programs and employee wellness. These data aid decision making. Secondly, automation like employee self service and performance management has changed the way employees relate to HR and the way they relate to their Managers. It brings more people management responsibility on the staff themselves and on the line managers. The effect is a higher level of engagement which bring better commitment, satisfaction and performance. Third, Transformational aspect.Highly engaged staff and Managers improve the business value chain of production, distribution and consumption.It is a case of committed staff serving high yielding customers resulting in happy shareholders