International Journal on Recent and Innovation Trends in Computing and Communication ISSN: 2321-8169 Volume: 11 Issue: 3s DOI: https://doi.org/10.17762/ijritcc.v11i3s.6149 Article Received: 27 November 2022 Revised: 24 December 2022 Accepted: 08 January 2023 ___________________________________________________________________________________________________________________ 1 IJRITCC | February 2023, Available @ http://www.ijritcc.org Potential of Artificial Intelligence in Boosting Employee Retention in the Human Resource Industry Dr. Supriya Paigude 1 , Dr. Smita C. Pangarkar 2 , Dr. Sheela Hundekari 3 , Dr. Manisha Mali 4 , Dr. Kirti Wanjale 5 , Yashwant Dongre 6 1 Assistant Director & Professor at Dr. Vishwanath Karad MIT World Peace University, Pune, Maharashtra, India 2 Assistant Professor at Dr. Vishwanath Karad MIT World Peace University, Pune, Maharashtra, India 3 Associate Professor, MIT-ADT University, Loni kalbhor, Pune, Maharashtra, India. 4 Assistant Professor, Department of Computer Engineering, Vishwakarma Institute of Information Technology, Pune, Maharashtra, India 5 Associate professor, Vishwakarma Institute of Information Technology, Pune, Maharashtra, India 6 Assistant Professor, Vishwakarma Institute of Information Technology, Pune, Maharashtra, India supriya.paigude@mitwpu.edu.in 1 , smita.pangarkar@mitwpu.edu.in 2 , sheela.hundekari@mituniversity.edu.in 3 , manisha.mali@viit.ac.in 4 , kirti.wanjale@viit.ac.in 5 , yashwant.dongre@gmail.com 6 Abstract- Artificial intelligence (AI) has the potential to transform the human resource (HR) industry by automating routine tasks, improving decision- making, and enhancing employee engagement and retention. In this paper, we explore the use of machine learning and deep learning techniques to boost employee retention in the HR industry. We review the current state of the art in AI for HR, including the use of predictive analytics, natural language processing, and chatbots for talent management and employee development. We also discuss the challenges and ethical considerations of using AI in HR, including issues of bias and the need for transparent and explainable algorithms. Finally, we present case studies of successful AI-powered HR initiatives that have demonstrated improvements in employee retention and engagement. Our findings suggest that AI has the potential to significantly enhance employee retention in the HR industry, but its implementation requires careful planning and consideration of potential risks and ethical issues. Keywords:- Employee retention, Human resource, Artificial Intelligence, ML, DL, Job satisfaction. I. Introduction: Employee retention refers to the ability of an organization to retain its employees over the long term. It is important because high levels of employee turnover can be costly and disruptive to an organization. When employees leave, their knowledge, skills, and experience go with them, which can have a negative impact on the productivity and performance of the organization[1]. In addition, the process of recruiting and training new employees can be time-consuming and costly. There are several factors that can affect employee retention in an organization. These can include the quality of the work environment, opportunities for career development and advancement, work-life balance, and compensation and benefits. A positive work culture that values and supports its employees can also play a key role in retaining top talent[2]. Effective employee retention strategies can help an organization to reduce turnover and create a stable, productive workforce. This can include offering competitive compensation and benefits, providing opportunities for professional development and advancement, and fostering a positive work culture. Employee retention is important for organizations of all sizes and in all industries[3]. High levels of employee turnover can have a negative impact on the financial performance of an organization, as well as its reputation and overall success. By focusing on retaining top talent, organizations can create a stable and successful workforce that is better able to meet the challenges of a rapidly changing business landscape. The human resource (HR) sector may benefit significantly from the application of machine learning and deep learning strategies, as these approaches have the potential to significantly improve employee retention. These methodologies, which can be categorized as forms of artificial intelligence (AI), make it possible to analyze large amounts of data, recognize patterns in the data, and then make forecasts regarding the behavior of employees[4]. The use of predictive analytics as a tool for determining which employees are most likely to resign from their positions is one example of a possible application of machine learning in human resources. Machine learning algorithms can identify employees who are likely to leave an