The launch comes after a period of strong growth for Disprz. The company has recently crossed ₹130 crore in annual recurring revenue. Its platform has also picked up steam across India and overseas markets. So now, Disprz is aiming to gain more momentum with Autonomous Enablement OS. The company also recently took home accolades at the Accenture Tech Next Challenge. It won the talent track of the program.
The programme identifies companies working on deep technologies and emerging enterprise solutions. Disprz showcased Autonomous Enablement OS under this year’s enterprise autonomous technologies theme. The recognition supports the company’s growing focus on autonomous enterprise technologies. Demand has remained particularly strong across several major industries. These include banking, insurance, retail, pharma, automobile, and manufacturing.
“Autonomous Enablement OS isn’t AI bolted onto a platform. It’s a fundamentally new architecture where agents do the work end to end,” said Subramanian Viswanathan, Co-founder and CEO of Disprz. “Learning stops being a program you run and becomes an outcome the system delivers for you. That is what it means to move from learning and skilling to the autonomous enterprise, and we believe it’s the future of this category.”
Moving From AI Features to Autonomous Enablement
Traditional uses of AI in L&D tend to add individual features on top of existing platforms. But the employees still have to manually work those platforms.” Autonomous Enablement OS does the problem differently. The system does do enablement work for certain business outcomes. Leaders can identify targets like quicker employee ramp-up or better win rates.”
They can also define what readiness for a new role means as a desired business outcome. The platform then deploys AI agents to help achieve those goals. These agents train employees while they are on the job. They support workers where they already sell, serve and deliver in their daily responsibilities. It uses a technology called the Context Graph. It uses data from an enterprise to create a map that continuously evolves.
The Context Graph contains information about employees, performance gaps and successful interactions. It can also find patterns behind successful business outcomes. This information is used by agents to select and execute relevant actions. They then feed results back into the system. Thus the system can iteratively improve its recommendations. This approach also fosters an enterprise-specific knowledge environment. This enables organizations to use their own operational knowledge rather than generic models.
AI Coaching Across the Employee Experience
The experience layer puts a voice-enabled coach right at the employees’ fingertips. Workers can access the coach through existing systems they already use. Examples include systems such as WhatsApp and Microsoft Teams. The experience also gives employees the chance to use their own language. Agents are also sensitive to two main types of triggers. The first trigger is related to events across the employee lifecycle. Examples include new joiners, role changes, product launches. The second trigger is business signals.
These signals could be changing KPIs, declining ticket sizes etc Those signals are interpreted by agents and individual employee needs are identified. Then they can create suitable content, roleplays and practice situations. They can also design targeted coaching programs. But the platform does not send agent-created interventions without human review. A human reviews the proposed action before it becomes an employee.
The reviewer can approve, modify, or hold the intervention. This human-in-the-loop model also supports governance requirements. Therefore, the approach can address key concerns across regulated industries. Autonomous Enablement OS launches with three offerings that support different stages of the employee lifecycle.
- Autonomous Onboarding: The system sets up a unique onboarding path for every new hire. It guides employees through the process step-by-step in their current work environment. The approach is intended to get new employees productive in days.
- Autonomous Sales Enablement & Coaching: The system identifies salespeople who have trouble closing sales. It teaches them how to deal with the specific objections they encounter. Employees can also practice before going into customer calls.
- Self-Directed Talent Development: System identifies skills required for changing roles. Then it helps employees develop those skills. This is not a process that is reliant on an annual performance review.
Enterprise Adoption and Global Expansion
Autonomous Enablement OS already operates within major enterprises across banking, retail, and technology. Disprz developed the system using its existing experience in enterprise learning and skilling. The company’s platform already supports organizations such as Axis Bank, Starbucks, Bajaj General Insurance, and Flipkart. More than 3.5 million learners rely on the platform. The company now plans to expand its autonomous enablement capabilities globally. This expansion comes as organizations increasingly focus on measurable employee outcomes.
“Growing 30% year on year tells us the market is ready for outcome-led enablement,” said Kuljit Chadha, Co-founder and COO of Disprz. “Customers don’t want more courses. They want faster time to productivity, more revenue per seller, and people ready for their next role. Autonomous Enablement OS delivers exactly those outcomes at scale. For us, and for the market, this is the start of an entirely new category.”
For early adopters, the human-in-the-loop model has played an important role. Organizations can combine AI-driven enablement with human oversight.
“Organisational learning works best when it is relevant, personalized, and accessible. For us at Piramal Finance, our focus is on building the right capabilities and enabling our people to perform at their best. AI allows us to move beyond traditional, cohort-based learning and embed contextual learning into operational workflows,” said Parneet Soni, Head HR, Retail Finance, Piramal Finance. “Through Autonomous Enablement, we see a meaningful opportunity to bring personalised coaching closer to individual needs, further aligning with everyday business situations. We are excited to partner with Disprz as we build a more adaptive, continuous, and meaningful approach to the enterprise skilling ecosystem.”
Disprz is now expanding Autonomous Enablement OS across enterprise customers. The company expects adoption to increase over the coming quarters. Meanwhile, Disprz continues working toward its stated goal of ₹200 crore in annual recurring revenue. The company sees autonomous enablement as the next stage of enterprise learning and employee development.
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News Source: PRNewswire.com
