HR TRENDS

AI joins the HR conversation: building a more human and engaged future of work 2/2

The ‘care’ workplace

This is a workplace where ‘care’ would be the key word. The importance of employee well-being, quality of life and work-life balance has often been described managerial literature, but how this is actually achieved can vary from one organization to another. To accomplish this, we need to develop QLWC (Quality of Life and Working Conditions) policies, work more closely and collectively on workplace management, and rethink the balance between work time and workspace. In this "care" workplace, we need to take care of our employees by helping them grow, and this is in line with the ‘Pénicaud Reform’ and the freedom to choose one's professional future. HR departments will have a crucial role to play in the future - even more so than in the past - in developing the skills of their teams, both individually and collectively. We will also need to motivate the HR teams so they provide the expected quality of service. It will also be necessary to work on the posture of HR teams to enhance the spirit of service so eagerly awaited by all. The purpose of HR departments is to help employees.

 

If AI is to be implemented in HR in a ‘care’ environment, it must be used to help people, but in a different way

 

AI serving individuals in a caring work environment

In the "care" workplace, Human Resources departments use AI to benefit people by developing "augmented" support.

 

Using a proactive approach and in-depth knowledge of the employees, AI can be used to refocus the relationship on people, while developing conversational solutions to offer truly personalized support.

 

Implementing AI in the "care" workplace would help anticipate needs and thus ensure a proactive response instead of just a reactive one. Using data analysis and intelligent tools, these solutions will detect weak areas linked to well-being, and suggest actions tailored to each person (such as appropriate training courses, personal aspirations when requesting leave, equality within teams and personalized support). Managers have from an overview of their teams' well-being, enabling them to make informed, human-centric decisions.

 

By taking such a people-oriented approach, companies can humanize their internal relationships and strengthen the commitment of their employees. AI frees up time for essential human interaction and helps build an authentic relationship between the organization and its employees.

 

The "care" workplace is not limited to one-off initiatives; it is a sustainable and strategic pillar that ensures overall well-being and group performance aligned with human values.

 

The engaged workplace

By engaged workplace, we mean a place where people are aware of social issues. As a result, HR managers are seeing their "playing field" widen. They will be socially engaged and have increasingly civic responsibilities: maintaining and even developing employability, considering all risks, criminology, cybersecurity, etc., being involved in processes linked to ecological transition (reducing carbon footprint), and more generally CSR and Diversity, Equity and Inclusion (DEI). In this balance between economic, social and environmental considerations, HR teams are investing in new ways to contribute to multidimensional performance. Innovative approaches combining key transformation indicators and consideration of all hidden costs and values are expected to position HR departments as key contributors to the organization's good results, both financially and socially.

 

If AI is to be implemented in HR in an ‘engaged’ workplace, then it must be used for the people, in a different way.

 

AI serving the community in a committed world of work

In an engaged workplace, Human Resources departments implement AI for the people. In this way, they use innovative solutions to deploy socially responsible HR practices.

 

When it comes to legal risks, AI plays an essential monitoring role, ensuring that HR practices comply with legal and ethical regulations. It allows us to standardize processes and practices, identify risks, particularly those linked to errors and fraud in HR and payroll data, and protect sensitive employee data.

 

In addition, an increase in cybercrime has brought companies face to face new challenges that require their organizations to adapt. The development of digital solutions and the adoption of AI in organizations is a competitive advantage but increases exposure to cyberattacks. In this context, AI is useful for monitoring risks, and also enhances HR’s role in ensuring employee safety, compliance with the legal framework and protection of personal data.

 

In terms of social and environmental commitment, the integration of AI within companies offers an unprecedented opportunity to amplify Corporate Social Responsibility (CSR) policies, while redefining the strategic role of HR. How can AI boost CSR practices? AI can help you know your employees better and can thus be used to personalize and individualize social initiatives. This approach encourages greater adoption and alignment of CSR actions with employees' values and needs.

 

AI uses detailed data analysis to offer actions tailored to the context and expectations of each person, deployed at the best possible time. For example, an employee can donate days off to show solidarity for a coworker or a humanitarian cause, they can view their carbon footprint and receive proposals for reducing it, they can lend their skills to humanitarian associations within a structured framework, they can participate in rounding up schemes.

 

AI is not just a technology; it's a catalyst for developing positive, responsible practices in a world in search of meaning. AI can thus work alongside humans to create a better future for everyone.

 

Toward a scaled-up and transformative HR function

Implementing AI would mean enabling this enhanced HR department that can both transform and be transformed. We would thus see a dual transformation of HR departments with AI: AI would be used to transform HR departments (their purpose, role, practices and processes) while enabling them to help transform the company and its other departments.

 

We need to rethink our approach to progress and focus technological innovation on solutions that serve the public interest and help build a more sustainable and inclusive future. This means making a distinction between AI that is convenient and AI that has an impact, between AI-powered solutions that are only used to entertain or consume, and those that have a positive effect on our world and our daily lives.