Impact and benefits of AI for HRDs: a revolution in the making

Artificial intelligence (AI) is profoundly transforming human resources (HR), bringing innovative solutions for employability, skills development, and process optimization.

Yet this technological revolution also brings with it major challenges in terms of change management, ongoing training and data protection.

In our webinar on June 20, 2024, organized in partnership with alegria.group, we explored the challenges and opportunities for human resources directors (HRDs) faced with this technological evolution.

“The aim is to grasp AI to make it a positive lever for employability, skills development and process optimization.”

– Damien Vieillard-Baron, CEO of Gerep

5 key points to remember

1. Change management : Integrating AI requires a major organizational transformation. HR managers need to lead this transition, ensuring employee buy-in and adapting working methods.

2. Process reorganization: Traditional HR processes need to be re-evaluated and optimized using AI. This includes automating administrative tasks and improving candidate management.

3. Redesign of job descriptions: The impact of AI on the skills required calls for job descriptions to be updated to incorporate skills in AI and NoCode technologies. HR managers need to prepare their teams for these changes, and to adopt new tools and working methods.

4. Allocating productivity gains: AI enables significant productivity gains. HR departments need to redistribute these gains strategically to maximize their impact and focus on high value-added tasks.

5. Employee training: Ongoing training is crucial to enable employees to master new AI technologies. In France, millions of employees will need to be trained to remain competitive in a constantly changing environment.

Introduction

Currently, only 0.3% of the world’s population knows how to code, so NoCode and AI solutions are becoming increasingly numerous and relevant to fill the developer gap. The NoCode and AI revolution is multiplying software creation, with a forecast of 500 million applications developed in the next few years. What’s more, 67% of French companies believe that digital skills will surpass university qualifications within the next five years. For example, the development of complex applications can be reduced from over 6 months to 48 hours thanks to AI and NoCode, with a cost reduction of over 90%.

Context and challenges for HRDs faced with the AI revolution.

The artificial intelligence revolution poses many challenges for human resources managers, redefining their roles and responsibilities. Against this changing backdrop, we have identified five major challenges that HR managers will have to face in the years ahead. AI not only complicates these challenges, it also offers powerful tools for tackling them more effectively and strategically.

1. Change management :

AI is forcing a profound transformation in organizations. HR departments need to orchestrate this change by integrating new technologies while maintaining employee buy-in. The ability to understand and master data, as well as to integrate a product-focused culture, is essential to making this transition a success. Soft skills such as flexibility, creativity and adaptability are therefore of prime importance.

2. Process reorganization :

Traditional HR processes need to be rethought to take advantage of AI capabilities. This includes using AI to automate and improve tasks such as CV analysis, application management, and predicting departures or even absenteeism. For example, specialized chatbots can interact with candidates, asking preliminary questions and assessing their suitability for the position, enabling significant productivity gains.

3. Redesign of job descriptions :

The integration of AI is changing job requirements: 100% of job descriptions will be impacted, requiring updating to include AI and NoCode technology skills. HR managers need to prepare their teams for these changes, and adopt new tools and working methods. What’s more, with code becoming accessible to all, an employee who is trained in these tools can become truly autonomous in his or her day-to-day digital needs.

4. Allocating productivity gains :

AI promises substantial productivity gains. HR departments need to determine how to redistribute these gains in a way that maximizes their impact, focusing on higher value-added tasks and enabling employees to focus on strategic initiatives rather than routine tasks.

5. Employee training and digital skills.

The emergence of artificial intelligence (AI) underlines the crucial importance of digital skills in the professional world. A February 2024 survey reveals that “67% of companies believe that digital skills will become more important than academic qualifications when recruiting new employees”. HR professionals must therefore acquire data and digital project management skills to remain relevant and effective.

With AI, training becomes a crucial issue. In France, 40 million employees will need to be trained to understand and master the new technologies. Learning to work differently and developing skills in data analysis and product culture are essential to staying competitive. By integrating AI and investing in ongoing training, companies can ensure the effective and ethical adoption of new technologies, boosting their attractiveness and competitiveness.

“The impact of AI in the HR professions is immense, arriving at the same time as the ecological transition, the aging of the population and changing relationships at work. It’s a function that’s going to be profoundly transformed by these new technologies.”

– Francis Lelong, CEO Alegria

AI opportunities in HR processes: a few examples

Administrative tasks :

AI can automate repetitive administrative tasks, freeing up time for HR staff. For example, automatic CV analysis can identify the most qualified candidates based on predefined criteria, reducing human bias and speeding up the selection process.

Talent management :

AI enables in-depth analysis of HR data to predict employee departures, identify training needs and optimize recruitment more accurately. AI-based technologies can tailor training and development programs to employees’ individual needs. This ensures effective, tailored skills development, while optimizing training resources.

This helps to retain talent, optimize employee career paths and develop employability.

Employee commitment :

Algorithms can predict the risk of employee departure based on various indicators such as satisfaction, performance and history. This prediction enables proactive QWL measures to be taken to reduce turnover and improve employee engagement.

Recruitment and selection :

AI is transforming recruitment with chatbots that interact with candidates, ask preliminary questions and assess their suitability for the position. This makes the recruitment process more scalable and productive, while improving the candidate experience.

” The heart of AI success and achievement is our ability to train, develop and appropriate these solutions. Companies must invest in training programs for their employees at all levels, to ensure effective and ethical adoption of AI. “
– Hervé Baron / Ex-DRH McDonalds, Transdev and Evian

Conclusion

The AI revolution in HR offers a unique opportunity to transform human resources management practices. By strategically integrating AI and investing in continuous training, companies can not only improve their operational efficiency, but also enhance their attractiveness and competitiveness. However, to succeed in this transformation, it is crucial to address the ethical and change management challenges associated with AI adoption. Ultimately, AI must be a tool at the service of people, enabling skills to be enhanced and processes optimized while respecting core corporate values.