After a year of pandemic-related worry and isolation, increased workloads, and little to no time off, employee burnout continues to grow with as many as three out of four workers experiencing burnout on the job. Not only this, but employers and employees are increasingly misaligned on vital issues such as job training, scheduling flexibility and salaries, which ultimately affects both employee experience and heightens employee's perceptions of the workplace. The toll that high levels of stress can take on an individual proves detrimental to not only their health and wellbeing but also affects the overall operations of an organisation. This can lead to lower levels of productivity, increased injuries on the job as well as overall lower job satisfaction. As a result, individuals are resigning in search of a better work-life balance and more flexibility, in what has been dubbed the'Great Resignation'.

The HR function sits on a data goldmine. We explore how NLP can help HR teams turn this data into valuable insights to drive business performance. Data is the bedrock of 21st century HR and organizations have been obsessing over data analytics over the past couple of years – and with good reason. Data analytics has helped HR become more objective and strategic. As a business function that historically been a key consumer and producer of vast amounts of data, HR has been slow to embrace the promise of analytics.