HR processes are clearly impacted by the arrival of new technologies : digital, robotization and Artificial intelligence changes that have led processes such as recruitment and personnel management to reinvent themselves. The disciplinary matrix is thus in full evolution and all the beliefs, values and techniques shared by members of the HR community during the last period have been metamorphosed.
From now on, HR must understand these new challenges, which are the early management of talent, the adaptation of training methods and the optimisation of recruitment processes. Indeed, it is clearly a question of accompanying and reinventing the transformation of their profession, which is evolving both in terms of content and form.
The impact of IA on recruitment
The HR recruitment process will be one of the first to be impacted and concerned by artificial intelligence. IA will thus support and help the recruiter by reducing his workload and providing him with more effective means of reflection. The AI thus brings a promise and it is the most concrete answer: matching. It will be able to optimize the sourcing processes and of course the sorting of applications, which often requires a lot of time. The recruiter has the ability to scan millions of data in an extremely short time.
The impact of IA on payroll
Artificial intelligence in the field of payroll is applied in the management of the NSN through various actions such as analyses, recommendations, corrections or optimizations.
The function of artificial intelligence is to assist payroll managers with certain tedious and boring tasks, but in no way to replace them completely.
Even if artificial intelligence allows the realization of increasingly correct payrolls, the job of payroll manager cannot disappear for human reasons. Unless a robot moves within the company, there will always have to be an intermediary between the machine that produces the payroll and the employee.
The impact of IA on the processing of employee questions
Employees and managers always have many questions to ask, whether they are pay slips, administrative status, holidays and many others. The simple implementation of an artificial intelligence in the form of a chatbot, for example, would simplify and open up information processes. The processing of questions will thus be revolutionized with the automation of responses processed directly by artificial intelligence. HR teams are thus freed from time-consuming and low value-added missions. In addition, employees receive a quick, clear and precise answer. However, IA is not able to take care of everything and thus leaves room for the human when the questions become a little more complex.
The impact of IA on mobility
How to fill a mobility position and what type of proposal should be made ? IA is based on software that allows, through a database, the selection of candidate profiles and the implementation of matching systems. IA does not only concern innovative sectors, new technologies or anything related to them. It is establishing itself consistently in “traditional” sectors where it will want to be a leader and where it seems to be bringing real innovations. AI brings a new way of imagining the HR sector, their teams, their work and their application resources. The challenge is proposed to the HR function: to ensure complementarity between non-automated skills and artificial intelligence systems. The adaptation of skills thus seems essential, with of course the role of employees that they will have to rethink.