Inclusive and Accessible HRM Strategies for Talent Retention in the Socio-Technical Era: Insights from AI, Remote Work, and Urban Infrastructure

Abstract

The objective of the study is to examine inclusive and accessible HRM strategies for talent retention in the socio-technical age that include AI, remote working practices, urban infrastructure and more. Organizations are not able to increase their productivity as the HRM approach mentioned above is not useful in today’s world. Through qualitative design, the data were collected by means of interviews, focus groups, and secondary sources. The thematic analysis through NVivo generated numerous views, as well as autonomy, trust, fairness, and digital-fatigue. Cross-case analysis revealed that transparent AI particularly governance, flexible working arrangements, and equitable access to digital significantly impact employee commitment. Urban infrastructure like digital connectivity and remote work hubs moderated retention outcomes by affecting accessibility and inclusiveness. The findings revealed that retention is determined less by monetary compensation and more by the overall experience that combines technology systems human needs.  The study adds to the theory by extending socio-technical perspective in HRM and Practical contribution would be useful to HR professionals and policy makers. Integrating inclusivity, accessibility and trust into HRM strategies will lead to sustainable retention in the digitally mediated and urbanized workplaces.