Home Lifestyle Artificial intelligence and human resources: the importance of defining its perimeter

Artificial intelligence and human resources: the importance of defining its perimeter

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GPT4, Bard… The performance of these new AIs is impressive, but are they really so impressive when they take on a sector as complex as HR? The art of management responds to specific skills that raise the question of what role AI should play in order to be more legitimate.

Artificial intelligence, a solution that is still being exploited in human resources

Exciting, fascinating and even frightening, there is no shortage of adjectives to describe artificial intelligence and its vast potential. After a time of discovery and a certain wonder, the question of its efficacy arises in a professional setting. In this case, the human resources field seeks to amplify its use while it has been massively digitized in recent years. However, the reality depicts a very different situation as AI struggles to find its place in HR processes or rather its impact is limited to some very specific tasks and is not part of a global strategy. From a moral point of view, he also faces reluctance between Human Resource Development Which, approximately 43% Some of them fear dehumanizing their profession, according to a study conducted by the company Access Consulting In September 2021. And the runway[1] Recently posted by Elon Musk And a hundred experts from all over the world would probably not be reassured…

expertise HR It cannot be invented, it is acquired through experience and reading its environment and the individuals who compose it. This adaptability and this contextual analysis, among others, is what current HR solutions including AI lack to be truly relevant. Failing to provide this analysis, AI above all demonstrates its effectiveness in terms of automating time-consuming tasks. An important but not altered quality of AI dimensions, which identifies more problems than it manages to solve.

Legalizing artificial intelligence, a long-standing challenge

The goal is not to paint a negative image of artificial intelligence, but to recognize its current position in the human resources sector. However, how do we move towards a more visible application of AI when companies are currently going through a downturn? The instructions are clear, we must do more with less. The cost of a solution including AI can be very high, and if companies aren’t sure of a quick ROI, they won’t risk it, at least for now. And in the heart of a market where many solutions claim to use artificial intelligence, it is very complex to measure the effectiveness of each one.

It is clear that creating a proof of concept or proof of concept is a real sign of transparency if not a guarantee of reliability for adopting a solution. This is an essential first step in moving in the right direction, but it only makes sense if the solution in question is truly dedicated to the HR sector and fueled with intelligence. This means bypassing simple automation in order to build on quality data and provide relevant suggestions. Above all, HR teams will make more good decisions if they are guided by results adequately explained by AI. The need to avoid falling into a form of algorithmic rule where human beings ultimately have very little place.

AI combat tool

On the other hand, it is tempting to rush into these seemingly devilishly efficient solutions that are the services of the much-talked-about generative AI services: do they fit? Is it dangerous? Is she responsible? There are a lot of questions to ask to avoid falling into the trap of an overblown but useless tool. It is interesting to see that these new services are also largely responsive to use cases already solved by existing AI services (NLP, ML), which are often less power intensive.

At the same time, anyone can claim to do AI without having it verified by organizations or dedicated standards. In general, AI remains with little or no oversight at the national and European level. We often point fingers at the uses, but what about the tools and the way they are designed? Knowing how to distinguish between what is real AI and what is not necessary for businesses. Certification according to some key criteria such as traceability, efficiency or relevance can encourage adoption of these solutions a little more. As it stands, the European discussions focus mainly on “artificial intelligence law” which mainly deals with high-risk uses. A promising project, though still in the making.


Tribune writes for Loic Michel, co-founder of 365Talents

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