Artificial intelligence is already a reality in the world of business. Its exponential growth is forcing many industries and lines of work to review their organization. HR is no exception – and its transformation is underway. What are the new challenges for the HR function with the rise of AI and how should they be addressed?
The impact of artificial intelligence on the HR function
Artificial intelligence – delivered by software, applications or powerful hardware – is gaining ground in our professional lives. Indeed, it’s becoming a ubiquitous tool that we must quickly learn to use if we don’t want to be left behind.
→ Recruitment revisited
One of the key changes brought about by AI’s arrival in companies is the recruitment of talent based on skills rather than jobs. Job titles are becoming less relevant and are giving way to the search for the right skills – whether “hard” or “soft”. Understanding the value of personal and interpersonal qualities (soft skills) in recruitment is one of the emerging challenges for the HR of tomorrow.
→ Focus on talent development
AI can process complex and constantly evolving data – such as skill levels and job descriptions. This optimizes strategic workforce planning (SWP). You can now identify, over a period of 3 to 5 years, the positions that will be left vacant due to a shortage of available skills and – simultaneously – the potential candidates for internal mobility. Faced with these possibilities, the HR function must rethink the scope of its action. It’s no longer just a matter of finding and recruiting the right talent, but also of developing internal talent to support change.
AI also gives employees the opportunity to manage their own careers, through access to data that plays a key role in their development. Helping employees grow and fostering their independence is one of HR’s new missions. The challenge is to find a balance between employees’ goals and the company’s needs, while giving them adequate freedom in choosing the skills to be acquired. Indeed, talent management is becoming more personalized.
→ The importance of employer branding
As companies, thanks to AI, focus more on individualized talent management and profile uniqueness, HR must find ways to bring employees together. This goal gives the notion of “employer brand” its full meaning. Nowadays, regardless of the type of company, HR must be able to offer each employee a real “personal and collective adventure”, grounded in common values, to strengthen their commitment.
→ Simplified processes
AI, thanks to its ability to handle a wide range of complex data, simplifies and speeds up time-consuming tasks. This enables HR teams to optimize their workloads and spend more time on their new missions.
« One of the key changes brought about by AI’s arrival in companies is the recruitment of talent based on skills rather than jobs. »
Integrating AI in business operations
The integration of AI in the company cannot succeed without a comprehensive approach to organizational transformation. HR plays a key role in this process and must demonstrate a high level of agility.
→ HR’s role in helping employees adapt to AI
Artificial intelligence – and the new tech associated with it – involves a learning curve. In some cases, it’s even a matter of cultural appropriation. The challenge for HR is to reassure employees and involve them in new projects. The task is clear: communicate as much as possible to demystify and popularize the innovations that some employees may have concerns about.
The educational approach is certainly one of the solutions to help integrate artificial intelligence. It aims to demonstrate the benefits of these new techniques for the company’s daily operations. You can also implement test & learn methods. Such experiments can involve, for example, launching a new tool to observe its benefits in practice, as well as the areas of improvement.
→ The role of HR in anticipating AI-related changes in the company
With the emergence of AI, anticipation has become the watchword for the HR of tomorrow. It has become urgent to identify the new jobs and to “upgrade” others. To remain competitive in their markets – or preferably to stay one step ahead – companies must be able to enhance their skills and demonstrate the added value of their expertise.
The notion of employability is also essential: employees must be empowered to grow professionally and remain competitive on the job market. HR must therefore provide them with access to appropriate training – and support them should they require retraining.
Illustration credits: https://www.istockphoto.com/fr/portfolio/treety