New technologies for talent management

October 3, 2019

Le digital au service de l'expérience collaborateur

BI and Big Data tools are changing the management of human resources and particularly strategic transformations are already taking place in the recruitment phases and in talent management. These new technologies are designed to support the HR function in order to better understand the profiles of each employee and thus align their aspirations with the company’s needs.

For a long time, the term Big Data was misunderstood, but today it has become a reality for many companies. Used for commercial purposes, marketing it allows you to better understand your customer. Generally, Big Data and high-volume data analysis tools (Business Intelligence) are now targeting the human resources department, whose customers are no more or less than the company’s employees. When properly used, all this data represents a veritable gold mine of information on everyone’s career path and professional aspirations. In addition to this information, there is also information from the Internet and social networks. All the work of the HR function is to be able to use all this available data wisely.

Another technology that is becoming increasingly popular in companies is RPA (Robotic Process Automation). It is an automation technology based on artificial intelligence and market learning. And the benefits of this technology are many. First of all, from an economic point of view, it reduces repetitive and manual tasks. It ensures faster execution of the latter and some standard compliance. Finally, the RPA makes it possible to improve customer satisfaction and the quality of life at work for employees who can devote themselves to less daunting tasks.

Finally, Artificial Intelligence is undoubtedly the most developed technology. It is everywhere and tends to take an increasingly important place in companies. At the HR level, it affects recruitment and ensures a more precise selection of profiles for a job.

A turning point in human resources management

From this premise, Big Data’s promises in the field of HR are attractive. For talent management, Big Data makes it possible to match resumes, training and offers.

The algorithm categorizes the skills in the profile and the positions available in order to offer employees career paths that may correspond to them. The HRD can thus offer a personalised support service to the employee. “The digitalization of all employee profiles provides a history of each employee in terms of Hard Skills and Soft Skills acquired throughout their career in the company. HR analytics is also a great way to identify the right talent internally for specific positions,” says Béatrice Piquier, CMO at Talentia.

From now on, the HRD occupies a strategic place in the company and becomes the master of information. A way to provide him with a greater ability to react more quickly to his choices regarding the management of the company’s talent.

New technologies as a way to boost employee retention

The other advantage of HR analytics comes from its ability to draw predictive models of employee behaviour. These models are intended to alert HR to early signs of demotivation or even resignation. A way to better analyze it and implement the most appropriate retention or departure strategy.

Finally, HR analytical tools allow the company to regain control over its e-reputation by evaluating its social climate by comparing external information and internal feelings. Having as much information as possible allows the HRD to set up the best action plans to develop its employer brand.