Robotic Process Automation for Employee Onboarding

Introduction to Robotic Process Automation in HR

In today’s fast-paced business environment, Human Resources (HR) departments are constantly seeking ways to streamline their processes and improve efficiency. One technology that has gained significant traction in recent years is Robotic Process Automation (RPA). This powerful tool is transforming HR operations, particularly in the crucial area of employee onboarding. Let’s explore what RPA is, why it’s becoming increasingly important in HR, and how it fits into the employee onboarding process.

Definition of Robotic Process Automation (RPA)

Robotic Process Automation (RPA) is a technology that uses software robots or ‘bots’ to automate repetitive, rule-based tasks typically performed by humans. These bots can interact with digital systems and software applications in much the same way a human would – clicking buttons, entering data, copying and pasting information, and following predefined rules.

Key features of RPA include:

Ability to mimic human actions on computer systems
Rules-based programming for consistent execution
Integration with existing software without major system changes
Capability to work 24/7 without fatigue or errors
Scalability to handle fluctuating workloads

The growing importance of RPA in Human Resources

The HR function is often burdened with a multitude of repetitive, time-consuming tasks that are essential but don’t necessarily require human judgment. This is where RPA comes into play, offering several compelling benefits:

Increased efficiency: RPA can perform tasks much faster than humans, significantly reducing processing times.
Improved accuracy: By eliminating human error, RPA ensures consistent and accurate data entry and processing.
Cost reduction: Automating routine tasks allows HR professionals to focus on more strategic, value-adding activities.
Enhanced compliance: RPA can be programmed to follow strict compliance rules, reducing the risk of regulatory violations.
Better employee experience: Faster, more accurate processes lead to improved satisfaction for both HR staff and employees.

As organisations increasingly recognise these benefits, the adoption of RPA in HR is growing rapidly. According to a report by Grand View Research, the global HR analytics market size, which includes RPA, is expected to reach $3.6 billion by 2025, growing at a CAGR of 13.7% from 2019 to 2025.

Overview of the employee onboarding process

Employee onboarding is a critical HR function that sets the tone for a new hire’s experience with the company. It typically involves a series of tasks and processes, including:

Documentation: Collecting and processing new hire paperwork, such as contracts, tax forms, and personal information.
System access: Setting up accounts and permissions for various company systems and tools.
Equipment provisioning: Arranging necessary hardware, software, and office supplies.
Training and orientation: Scheduling and coordinating induction sessions and role-specific training.
Communication: Sending welcome emails, introducing the new hire to team members, and providing necessary information.
Follow-ups: Ensuring all onboarding tasks are completed and gathering feedback from the new employee.

Each of these steps involves multiple sub-tasks, many of which are repetitive and time-consuming. This is where RPA can make a significant impact, automating many of these processes to create a smoother, more efficient onboarding experience.

In the following sections, we’ll delve deeper into how RPA can be applied to various aspects of the employee onboarding process, the benefits it offers, and the challenges organisations may face in implementing this technology.

Benefits of RPA in Employee Onboarding

Robotic Process Automation (RPA) offers numerous advantages when applied to employee onboarding processes. By leveraging this technology, organisations can significantly enhance their HR operations, leading to improved efficiency, accuracy, and overall experience for both HR teams and new employees.

Increased efficiency and time savings

One of the most significant benefits of implementing RPA in employee onboarding is the dramatic increase in efficiency and time savings. RPA bots can perform repetitive tasks at a much faster rate than humans, without the need for breaks or downtime. This speed and consistency lead to several advantages:

Faster processing: Tasks that might take hours or days can be completed in minutes or seconds.
24/7 operation: RPA bots can work around the clock, ensuring that onboarding tasks progress even outside of business hours.
Reduced backlog: By quickly processing routine tasks, RPA helps prevent bottlenecks in the onboarding workflow.
Quicker time-to-productivity: New hires can be onboarded more rapidly, allowing them to start contributing to the organisation sooner.

Improved accuracy and reduced errors

Human error is a common issue in manual data entry and processing. RPA significantly reduces these errors by following predefined rules consistently. This improvement in accuracy has several positive outcomes:

Fewer data entry mistakes: RPA bots input data precisely as programmed, eliminating typos and transposition errors.
Consistent information across systems: When updating multiple systems, RPA ensures data consistency across all platforms.
Reduced need for error checking: With fewer mistakes, less time is spent on reviewing and correcting errors.
Minimised rework: Accurate processing from the start means less time spent fixing issues later in the onboarding process.

Enhanced consistency and compliance

Compliance is a critical concern in HR processes, particularly during onboarding. RPA helps ensure that all necessary steps are followed consistently and in accordance with regulatory requirements:

Standardised processes: RPA bots follow the same steps every time, ensuring a consistent onboarding experience for all new hires.
Automated compliance checks: Bots can be programmed to verify that all required documents are collected and properly filed.
Audit trails: RPA systems can automatically generate logs of all actions taken, providing a clear audit trail for compliance purposes.
Up-to-date procedures: When regulations or company policies change, RPA workflows can be quickly updated to ensure ongoing compliance.

Cost reduction and resource optimisation

Implementing RPA in onboarding processes can lead to significant cost savings and more efficient use of resources:

Reduced labour costs: By automating routine tasks, organisations can redeploy HR staff to more strategic, value-adding activities.
Scalability: RPA can handle fluctuations in hiring volume without the need to hire additional staff during peak periods.
Minimised overtime: With RPA handling time-consuming tasks, the need for HR staff to work overtime during busy onboarding periods is reduced.
Lower error-related costs: By reducing errors, organisations save on costs associated with rectifying mistakes and potential compliance issues.

Better employee experience

Perhaps one of the most crucial benefits of RPA in onboarding is the improved experience it provides for new hires:

Smoother onboarding process: New employees experience fewer delays and hiccups in their onboarding journey.
Consistent communication: Automated follow-ups and check-ins ensure new hires receive timely information and support.
Quicker access to necessary resources: Faster processing means new employees can access required systems and tools more quickly.
Personalised experience: By freeing up HR staff from routine tasks, more time can be devoted to personalised interactions with new hires.
Positive first impression: A smooth, efficient onboarding process sets a positive tone for the employee’s tenure with the company.

By leveraging RPA in the onboarding process, organisations can create a more efficient, accurate, and positive experience for both their HR teams and new employees. This not only streamlines operations but also contributes to better employee satisfaction and retention in the long run.

Key Areas of Employee Onboarding Suitable for RPA

The employee onboarding process involves numerous tasks and workflows, many of which are ideal candidates for automation through Robotic Process Automation (RPA). Let’s explore the key areas where RPA can make a significant impact:

Document collection and verification

One of the most time-consuming aspects of onboarding is gathering and verifying necessary documents from new hires. RPA can streamline this process in several ways:

Automated document requests: RPA bots can send personalised emails to new hires, requesting specific documents based on their role and location.
Document tracking: Bots can monitor which documents have been received and automatically send reminders for outstanding items.
Initial verification: RPA can perform preliminary checks on submitted documents, ensuring they are complete and in the correct format.
Integration with HR systems: Received documents can be automatically uploaded and linked to the employee’s profile in the HR management system.

Data entry and system updates

Once documents are collected, significant data entry is often required to update various systems with the new employee’s information. RPA excels in this area:

Form data extraction: RPA can extract relevant information from submitted forms and documents using optical character recognition (OCR) technology.
Multi-system updates: Bots can simultaneously update multiple systems (HR, payroll, IT, etc.) with the new employee’s details, ensuring consistency across platforms.
Data validation: RPA can perform checks to ensure entered data meets specific criteria and flag any discrepancies for human review.
Background check initiation: Bots can automatically initiate background checks by submitting required information to third-party providers.

Equipment and access provisioning

Ensuring new employees have the necessary equipment and system access is crucial for a smooth start. RPA can assist in this process:

Automated requisitions: Based on the new hire’s role and department, RPA can generate and submit equipment requisition forms.
Access requests: Bots can create user accounts and submit access requests for various systems and applications.
Status tracking: RPA can monitor the progress of equipment preparation and access provisioning, sending alerts if delays occur.
Asset management: Once equipment is assigned, RPA can update asset management systems with the relevant information.

Training and orientation scheduling

Coordinating training sessions and orientation activities can be complex, especially for larger organisations. RPA can help streamline this process:

Schedule generation: Based on predefined rules, RPA can create an initial training and orientation schedule for each new hire.
Calendar invitations: Bots can automatically send calendar invitations for various sessions to both the new employee and relevant trainers or managers.
Resource booking: RPA can handle the booking of training rooms or virtual meeting spaces for scheduled sessions.
Pre-training materials: Bots can send out pre-reading materials or online course links based on the scheduled training sessions.

Communication and follow-ups

Maintaining clear and consistent communication throughout the onboarding process is essential. RPA can play a crucial role in this area:

Welcome emails: Automated welcome emails can be sent to new hires, providing important first-day information and points of contact.
Progress updates: RPA can send regular updates to HR and hiring managers about the status of various onboarding tasks.
Feedback collection: Bots can automatically send surveys or feedback requests at key points during the onboarding process.
Check-in reminders: RPA can generate reminders for managers to conduct check-in meetings with new employees at predetermined intervals.
Escalation alerts: If certain onboarding tasks are not completed within specified timeframes, RPA can send escalation alerts to relevant stakeholders.

By implementing RPA in these key areas of the onboarding process, organisations can significantly reduce the administrative burden on HR teams, improve accuracy and consistency, and provide a smoother experience for new hires. This allows HR professionals to focus more on strategic tasks and personal interactions that truly add value to the onboarding process.

Implementing RPA in the Onboarding Process

Implementing robotic process automation (RPA) in your employee onboarding process requires careful planning and execution. This section outlines the key steps to successfully integrate RPA into your HR workflows.

Identifying processes for automation

The first step in implementing RPA is to identify which onboarding processes are most suitable for automation. Consider the following approaches:

Process mapping: Create detailed flowcharts of your current onboarding processes to identify repetitive, rule-based tasks.
Time and motion studies: Analyse how long each task takes and how frequently it’s performed to prioritise high-impact areas for automation.
Error analysis: Identify processes prone to human error that could benefit from the consistency of RPA.
Stakeholder input: Consult with HR staff, IT teams, and recent hires to gather insights on pain points in the current onboarding process.

Selecting the right RPA tools and platforms

Choosing the appropriate RPA solution is crucial for successful implementation. Consider these factors when selecting an RPA tool:

Ease of use: Look for platforms with user-friendly interfaces that allow for bot creation without extensive coding knowledge.
Scalability: Ensure the solution can handle your current and future automation needs.
Integration capabilities: The tool should easily integrate with your existing HR systems and software.
Security features: Given the sensitive nature of HR data, robust security measures are essential.
Support and community: Consider the availability of vendor support and the size of the user community for troubleshooting and best practices.

Designing and developing RPA workflows

Once you’ve selected your RPA tool, it’s time to design and develop your automated workflows:

Process standardisation: Before automating, standardise your processes to ensure consistency across all departments and locations.
Workflow mapping: Create detailed flowcharts of how each automated process should work, including decision points and exception handling.
Bot development: Use your chosen RPA platform to create bots that follow your mapped workflows. This may involve a combination of drag-and-drop interfaces and some scripting.
Exception handling: Design protocols for how bots should handle exceptions or unexpected scenarios, including when to escalate to human intervention.

Integration with existing HR systems

Seamless integration with your current HR systems is crucial for successful RPA implementation:

API connections: Utilise available APIs to connect your RPA bots with existing HR management systems, payroll software, and other relevant platforms.
Data mapping: Ensure that data fields are correctly mapped between systems to maintain data integrity.
Security protocols: Implement proper authentication and authorisation measures for bots accessing various systems.
Audit trails: Set up logging mechanisms to track all bot actions for compliance and troubleshooting purposes.

Testing and quality assurance

Thorough testing is essential to ensure your RPA implementation runs smoothly:

Unit testing: Test individual bot components to ensure they perform as expected.
Integration testing: Verify that bots interact correctly with all connected systems and applications.
User acceptance testing (UAT): Involve HR staff in testing to ensure the automated processes meet their needs and expectations.
Performance testing: Assess bot performance under various load conditions to ensure scalability.
Security testing: Conduct comprehensive security audits to protect sensitive employee data.
Continuous monitoring: Implement systems to monitor bot performance and alert staff to any issues or anomalies.

By following these steps, organisations can effectively implement RPA in their onboarding processes, leading to increased efficiency, accuracy, and overall improvement in the new hire experience. Remember that RPA implementation is an iterative process, and continuous refinement based on feedback and performance metrics will help optimise your automated onboarding workflows over time.

Challenges and Considerations

While Robotic Process Automation (RPA) offers significant benefits for employee onboarding, organisations must also be aware of potential challenges and important considerations. Addressing these issues proactively can help ensure a successful and sustainable RPA implementation.

Data security and privacy concerns

As employee onboarding involves handling sensitive personal information, data security and privacy are paramount concerns when implementing RPA:

Access control: Implement strict access controls for RPA bots, ensuring they only have the necessary permissions to perform their tasks.
Data encryption: Use robust encryption methods for data at rest and in transit to protect sensitive information from unauthorised access.
Compliance with regulations: Ensure that RPA processes comply with relevant data protection regulations such as the Privacy Act 1988 and the Australian Privacy Principles (APPs).
Audit trails: Maintain comprehensive logs of all bot activities for security audits and compliance purposes.
Data retention policies: Implement clear policies on data retention and deletion, ensuring that RPA systems do not store sensitive information longer than necessary.

Change management and employee adoption

Introducing RPA into HR processes can be met with resistance or anxiety from employees. Effective change management is crucial for successful implementation:

Clear communication: Clearly explain the purpose and benefits of RPA to all stakeholders, addressing concerns about job security.
Training and upskilling: Provide training for HR staff on working alongside RPA systems and potentially upskilling them for more strategic roles.
Phased implementation: Consider a gradual rollout of RPA, starting with pilot projects to build confidence and gather feedback.
Continuous feedback: Establish channels for employees to provide feedback on the RPA implementation and address concerns promptly.
Celebrate successes: Highlight and celebrate the positive outcomes of RPA implementation to boost morale and encourage adoption.

Scalability and maintenance of RPA systems

As organisations grow and evolve, their RPA systems must be able to scale and adapt:

Flexible architecture: Design RPA systems with scalability in mind, allowing for easy addition of new bots or processes.
Version control: Implement robust version control practices for bot scripts and workflows to manage updates and rollbacks effectively.
Centralised management: Use a centralised platform for managing and monitoring all RPA bots across the organisation.
Regular updates: Keep RPA software and tools up-to-date to ensure compatibility with evolving systems and security standards.
Performance monitoring: Implement continuous monitoring of bot performance to identify and address any scalability issues proactively.

Balancing automation with human touch

While RPA can significantly streamline onboarding processes, it’s crucial to maintain a human element in the experience:

Identify human-centric tasks: Clearly define which aspects of onboarding require human interaction and empathy, and which can be automated.
Personalisation: Use RPA to support personalisation efforts rather than replace them, such as using bots to gather information for personalised welcome messages.
Human oversight: Implement human checkpoints in automated processes, especially for complex decisions or sensitive issues.
Hybrid approach: Design workflows that combine the efficiency of RPA with the personal touch of human interactions at key points in the onboarding journey.
Continuous evaluation: Regularly assess the balance between automation and human interaction, adjusting based on feedback from new hires and HR staff.

By addressing these challenges and considerations, organisations can implement RPA in their onboarding processes more effectively, ensuring a smooth transition and maximising the benefits of automation while maintaining a positive and personal experience for new employees.

Case Studies and Success Stories

Examining real-world examples of organisations that have successfully implemented Robotic Process Automation (RPA) in their onboarding processes can provide valuable insights and inspiration. This section explores some notable case studies, the results they achieved, and the lessons learned.

Examples of companies successfully using RPA in onboarding

Major Australian Bank A leading Australian bank implemented RPA in its employee onboarding process to streamline operations across its numerous branches and departments.
Global Technology Company A multinational tech firm with offices in Sydney and Melbourne used RPA to standardise its onboarding process across different locations and time zones.
Government Agency An Australian government agency adopted RPA to improve efficiency and compliance in its hiring and onboarding procedures.
Healthcare Provider A large healthcare organisation implemented RPA to manage the complex onboarding requirements for medical and administrative staff.

Quantitative and qualitative results achieved

These organisations reported significant improvements after implementing RPA in their onboarding processes:

Major Australian Bank

Reduced onboarding time from 2 weeks to 3 days
90% reduction in manual data entry errors
Cost savings of approximately $1.5 million annually

Global Technology Company

70% reduction in time spent on administrative onboarding tasks
Improved consistency in onboarding across 15 global offices
95% of new hires reported a positive onboarding experience, up from 75% pre-RPA

Government Agency

100% compliance with document collection and verification requirements
50% reduction in HR staff time spent on routine onboarding tasks
Ability to handle 30% increase in hiring volume without additional HR headcount

Healthcare Provider

80% reduction in time spent on credential verification for medical staff
Decreased time-to-productivity for new hires by an average of 5 days
40% reduction in onboarding-related queries to the HR helpdesk

Lessons learned and best practices

These case studies reveal several key lessons and best practices for implementing RPA in onboarding processes:

Start with a pilot program
- The government agency started with a small-scale pilot in one department before rolling out RPA across the organisation.
- This approach allowed them to identify and address issues early, refine processes, and build internal support.
Prioritise process standardisation
- The global technology company found that standardising onboarding processes across all locations before implementing RPA was crucial for success.
- This standardisation ensured consistency and made it easier to scale the RPA solution globally.
Involve stakeholders early
- The healthcare provider engaged with various departments, including IT, legal, and compliance, from the project’s inception.
- This collaborative approach helped address potential issues proactively and ensured buy-in from all relevant parties.
Focus on employee experience
- The major bank emphasised the importance of using RPA to enhance, not replace, human interactions during onboarding.
- They used automation to handle routine tasks, freeing up HR staff to focus on personalised welcome activities and strategic onboarding elements.
Continuous improvement and feedback
- All organisations stressed the importance of gathering regular feedback from new hires, HR staff, and other stakeholders.
- This feedback was used to continually refine and improve the RPA-driven onboarding process.
Invest in change management
- The technology company found that investing in comprehensive change management and training programs was crucial for successful adoption.
- They developed tailored training materials and conducted workshops to ensure all HR staff were comfortable working alongside RPA systems.
Maintain flexibility
- The healthcare provider emphasised the need for flexibility in RPA systems to accommodate varying onboarding requirements for different roles.
- They designed their RPA workflows to be easily adaptable to changing regulations and organisational needs.
Robust security measures
- The government agency implemented stringent security protocols and regular audits to ensure the protection of sensitive employee data.
- This proactive approach to security helped maintain compliance and build trust in the RPA system.

By learning from these success stories and applying these best practices, organisations can increase their chances of a successful RPA implementation in their onboarding processes, leading to improved efficiency, accuracy, and employee satisfaction.

Future Trends in RPA for Employee Onboarding

As technology continues to evolve, the capabilities and applications of Robotic Process Automation (RPA) in employee onboarding are set to expand. This section explores emerging trends that are likely to shape the future of RPA in HR processes.

Integration with AI and machine learning

The convergence of RPA with artificial intelligence (AI) and machine learning (ML) is poised to revolutionise employee onboarding:

Natural Language Processing (NLP): AI-powered chatbots integrated with RPA could handle complex queries from new hires, providing instant, personalised responses 24/7.
Intelligent Document Processing: Advanced ML algorithms could enhance RPA’s ability to interpret and extract information from various document formats, including handwritten forms.
Adaptive workflows: AI could enable RPA systems to learn from past onboarding processes and automatically adjust workflows for optimal efficiency.
Sentiment analysis: ML algorithms could analyse new hire feedback and communications to gauge satisfaction levels and flag potential issues early in the onboarding process.
Biometric verification: AI-enhanced RPA could incorporate facial recognition or other biometric technologies for secure and seamless identity verification during onboarding.

Expansion to other HR processes

While onboarding has been a primary focus for RPA in HR, we can expect to see automation expanding into other areas of the employee lifecycle:

Recruitment: RPA could streamline resume screening, interview scheduling, and candidate communication processes.
Performance management: Automated systems could collect and compile performance data from various sources, facilitating more efficient review processes.
Learning and development: RPA could personalise training recommendations based on an employee’s role, skills, and career aspirations.
Offboarding: Automated workflows could manage the complex processes involved in employee departures, ensuring all necessary steps are completed.
Employee relations: RPA could assist in tracking and managing employee queries, complaints, and feedback, ensuring timely responses and resolution.

Predictive analytics for onboarding optimisation

The integration of predictive analytics with RPA holds significant potential for optimising the onboarding process:

Time-to-productivity forecasting: By analysing historical data, predictive models could estimate how long it will take new hires to reach full productivity, allowing for more accurate resource planning.
Retention risk assessment: AI algorithms could identify patterns that indicate a higher risk of early attrition, enabling proactive interventions during the onboarding process.
Personalised onboarding paths: Predictive analytics could determine the most effective onboarding activities and sequences for different roles or personality types, allowing for tailored experiences.
Resource allocation optimisation: By predicting onboarding workloads, organisations can optimise the allocation of HR resources and adjust RPA processes accordingly.
Continuous improvement: Advanced analytics could identify bottlenecks or inefficiencies in the onboarding process, suggesting improvements to RPA workflows.

As these trends continue to develop, we can expect to see RPA systems becoming more intelligent, adaptable, and integrated across the entire employee lifecycle. Organisations that stay abreast of these developments and implement them thoughtfully will be well-positioned to create highly efficient, engaging, and effective onboarding experiences.

However, it’s crucial to remember that as RPA and AI technologies advance, organisations must continue to prioritise the human element in onboarding. The goal should be to use these technologies to enhance, rather than replace, meaningful human interactions and support.

Additionally, as RPA systems become more complex and handle increasingly sensitive data, organisations will need to remain vigilant about data security, privacy, and ethical considerations. Staying informed about evolving regulations and best practices in AI ethics will be essential for responsible implementation of these advanced RPA solutions in HR processes.

Conclusion

As we’ve explored throughout this article, Robotic Process Automation (RPA) has the potential to significantly transform employee onboarding processes, offering numerous benefits while also presenting important considerations for implementation.

Recap of key benefits and considerations

Benefits:

Increased efficiency and time savings
Improved accuracy and reduced errors
Enhanced consistency and compliance
Cost reduction and resource optimisation
Better employee experience

Considerations:

Data security and privacy concerns
Change management and employee adoption
Scalability and maintenance of RPA systems
Balancing automation with human touch

The transformative potential of RPA in HR

RPA is not just a tool for incremental improvements; it has the potential to fundamentally transform how HR departments operate, particularly in the realm of employee onboarding. By automating routine, time-consuming tasks, RPA frees HR professionals to focus on more strategic, value-adding activities that require human insight and emotional intelligence.

The impact of RPA extends beyond just efficiency gains. It can lead to:

Enhanced employee satisfaction: A smooth, efficient onboarding process sets a positive tone for new hires, potentially improving long-term engagement and retention.
Improved compliance: Automated processes can ensure consistent adherence to regulatory requirements and company policies.
Data-driven decision making: RPA systems can collect and analyse data from the onboarding process, providing insights to continually refine and improve HR strategies.
Scalability: RPA allows HR departments to handle fluctuations in hiring volume without proportional increases in staff or resources.
Competitive advantage: Organisations that effectively leverage RPA can onboard talent more quickly and effectively, potentially gaining an edge in the competition for top talent.

Next steps for organisations considering RPA implementation

For organisations looking to harness the power of RPA in their onboarding processes, consider the following steps:

Assess current processes: Conduct a thorough analysis of your existing onboarding workflows to identify areas ripe for automation.
Set clear objectives: Define specific, measurable goals for your RPA implementation, such as reducing onboarding time or improving data accuracy.
Secure stakeholder buy-in: Engage with leadership, IT, and HR staff early to ensure support and address any concerns.
Choose the right tools: Research and select RPA tools that align with your organisation’s needs, existing systems, and technical capabilities.
Start small: Begin with a pilot project, focusing on one or two key processes before expanding to a full implementation.
Invest in training: Provide comprehensive training for HR staff to ensure they can work effectively alongside RPA systems.
Monitor and refine: Continuously collect data and feedback on your RPA implementation, using these insights to refine and improve your processes.
Stay informed: Keep abreast of emerging trends and technologies in RPA and AI to ensure your organisation remains at the forefront of HR innovation.

Implementing RPA in employee onboarding is not just about adopting new technology; it’s about reimagining how HR can operate more efficiently and effectively. By carefully considering the benefits, challenges, and best practices discussed in this article, organisations can leverage RPA to create a more streamlined, accurate, and positive onboarding experience for their new hires.

As we look to the future, the integration of RPA with AI and machine learning promises even greater possibilities for personalisation and optimisation in HR processes. Organisations that successfully navigate this technological transformation will be well-positioned to attract, onboard, and retain top talent in an increasingly competitive business landscape.