With artificial intelligence, the transformation of the HR function is accelerating and there is no doubt about its widespread deployment in the next decade. This new technology allows machines to simulate certain traits of human intelligence, and therefore to perform tasks and solve problems previously reserved for humans. It makes it possible to substitute the tool for humans in complex, dangerous or repetitive tasks and thus offers time savings and reduced costs for the company.We wonder about our relationship to work and its consequences on humans, we point the finger at companies and their practices, but also HRD and their role.
Machine Learning, for example, is a component of artificial intelligence that allows computers to learn and develop through data analysis. In other words, AI is a science and the learning machine, software and algorithms that make machines smart. Today, the learning machine is particularly used in digital recruitment. It is one of the areas of activity of the HR function that has experienced the greatest explosion in terms of providers and digital solutions.
But if its advantages are notable, a study carried out by Cegos shows that 81% of employees believe that the transformations linked to technological developments (IA, robotization etc) could modify the content of their work. 27% fear a pure disappearance of their profession.
How does artificial intelligence change HR life ? Does it dehumanize the function ? Or on the contrary does it facilitate HR work ?
Release time tasks
The HR function is a dynamic and multi-faceted department: managing contracts and pay slips, leave requests, recruitment’s, knowing the legal rules, advise employees on their training or mobility or communicate internally with employees.
Administrative tasks accumulate and for 73% of HRD, they would represent almost half of their working time. It is therefore the first area for which HRD believes the artificial intelligence necessary for the company.
Using AI will help relieve HR teams by improving, complementing, changing the way of performing the tasks of the different HR processes: recruitment, training, remuneration, pay…
86% of HRD believe that it would simplify and optimize administrative management by automating the processes.
Indeed, in HR, AI promotes the dissemination of information via “cat bots. It facilitates de materialization in the area of personnel administration (SIRH) and thus optimizes process management. It also allows the creation of all types of algorithms related to payroll, leave requests, recruitment…
For example, the RPA (Robotic Process Automation) automates tasks related to the integration of new employees. Thanks to the use of algorithms, 100% personalized integration missions will be sent automatically to the newcomer (eg filling in administrative documents, creating e-mail accounts or other accesses, follow its e-learning training …)
A saving of time and a real help for the HR teams which then have more time to go to meet the collaborators to achieve their first objectives: to master the payroll, attract and retain talent, improve collaborative experience…
But if the benefits are known to the majority (75% of HRD) artificial intelligence takes time to establish itself since only 11% of HRD have currently deployed it in their service. 69% They also perceive a developmental delay on the part of their company.
Collect and analyze data
AI also allows precise processing and analysis of HR data. It gives organizations the opportunity to react faster and make better decisions in business. Data is for a lot the innovation that revolutionizes HR decision-making.
Thus, 92% of HRD are aware of the need to build skills on data analysis and data processing (analysis software, CRM …) They must train to make the figures speak and thus give them value.
For 61% of HRD, AI would be a good way to assess the level of employee satisfaction to anticipate the risk of resignations, for example with real-time survey tools. In fact, 82% of employees around the world prefer to turn to robots rather than seek the help of their manager to preserve their mental health, according to an Oracle & Workplace Intelligence study.
64% of HRD sees a way to optimize the provisional management of employment and skills (e.g : a chabot or HR personal assistant via an app on smartphone so that employees manage their rights to training, career and give feedback to the company).
Employees and their commitment represent one of the most valuable values to the company. It is therefore essential to limit recruitment errors as much as possible.
AI and robotization are therefore interesting in this environment since recruitment errors are often due to a human empathetic defect : we tend to favor a profile that has the same skills when complementarity is necessary in a team.
By changing the way recruiters work, AI makes it easier to sour and saves professionals a real time. 50% of them rely on artificial intelligence to analyze linkedin profiles. In the same way, the salespeople no longer do cold prospecting since the data allows to personalize their calls.
The AI is reinventing the profession which is now based on the candidates: we are no longer looking for the candidate who will correspond to the offer but the offer which will correspond to the candidate. Thus, for 77% of recruiters, the AI would improve the matching by automatically issuing personalized position proposals to employees according to their profile and skills, their trajectory and their aspirations.
If some recruiters fear that their profession will be replaced, the expertise of recruiters remains essential to detect well-being, ease, leadership in line with the values of the company. So we would witness an evolution of these soft skill-oriented trades ?
Bring solutions without replacing humans
AI will significantly impact HR function. Automation and simplification of processes will generate new perspectives in terms of management and strategy. Professionals in the sector must now succeed in understanding the new challenges in terms of recruitment, data analysis, employer-collaborator relationship.
AI is only a support tool for the HR function to facilitate decision-making and strategic choices, but it does not substitute the human in anything since it is the HRD which remains in control of its decisions and which programs the machines in collaboration with the technical team.
Are we going to look for computer HRD ? Or should HRD be able to understand technical language to work in collaboration with developers ?
Artificial intelligence also knows its limits and will push HR to question ethics. For many it is controversial since it operates on algorithms that tend to standardize profiles. It would therefore reinforce discrimination, particularly in recruitment (age, gender, ethnic origin, social class, diploma, etc.) and would therefore result in a lack of diversity, who nevertheless participates in the wealth of a business. The challenge is therefore to find the right balance between performance, ethics and empowerment of men.