Augmented HR at the service of the company's human project
Posted: Sun Jan 12, 2025 6:38 am
Technology at the service of women and men
Even if everyone agrees that the HR function is much more virtuous and resolutely focused on people, the assembly present nevertheless questioned the consequences of the contribution of technologies in their professions.
For example, does online car owner database training dehumanize training? No, the assembly voted, sensitive to Pierre Monclos' analyses. It allows for new kinds of "human" interactions. Alban Bureau's presentation of the machine learning system developed internally by Saint-Gobain teams to identify Talents (as defined by Saint-Gobain, with their own characteristics) also seemed convincing. "The objective of this AI was above all to use data and see if all the Talents were identified by managers." The system allowed two things: to confirm the profiles already identified on the one hand, and on the other hand to put back into the circuit Talents who had fallen off the radar.
Artificial intelligence also makes it possible to automate many HR tasks without much added value. "So much the better", according to the audience, this will allow HR to be even more present in the field and to support employees and managers. Laurence Piroué will not fail to remind us to be vigilant about what is called "electronic illiteracy". That is to say that many employees do not have basic ICT skills and risk being the great excluded from these technologies. "Some employees do not even have an email address" she rightly reminds us. The risk of an "electronic divide" in companies is very real.
The verdict falls at the end of the conference, a shared verdict: no, technology does not dehumanize HR. Robots, AI, do not come to take the place of humans, but they come to take their place next to them, to augment them.
On the other hand, according to the auditors, it is appropriate to be vigilant about the ethics related to these technologies, about the time to set up, administer and get to grips with these tools, and to fully understand the time-consuming nature of their deployments. So much time that we could not spend being close to the teams. During the closing cocktail, it is interesting to hear these women and men from HR. Unanimously, they emphasize the fact that if they chose this profession it is to be useful. Useful to the human project of the company, useful to employees. To be at the service of their project, their career and their employability. The Directors just have to give them the means and really realize that the company's primary wealth is its employees. And this, beyond a simple sentence slipped onto the web page of a career site...
Even if everyone agrees that the HR function is much more virtuous and resolutely focused on people, the assembly present nevertheless questioned the consequences of the contribution of technologies in their professions.
For example, does online car owner database training dehumanize training? No, the assembly voted, sensitive to Pierre Monclos' analyses. It allows for new kinds of "human" interactions. Alban Bureau's presentation of the machine learning system developed internally by Saint-Gobain teams to identify Talents (as defined by Saint-Gobain, with their own characteristics) also seemed convincing. "The objective of this AI was above all to use data and see if all the Talents were identified by managers." The system allowed two things: to confirm the profiles already identified on the one hand, and on the other hand to put back into the circuit Talents who had fallen off the radar.
Artificial intelligence also makes it possible to automate many HR tasks without much added value. "So much the better", according to the audience, this will allow HR to be even more present in the field and to support employees and managers. Laurence Piroué will not fail to remind us to be vigilant about what is called "electronic illiteracy". That is to say that many employees do not have basic ICT skills and risk being the great excluded from these technologies. "Some employees do not even have an email address" she rightly reminds us. The risk of an "electronic divide" in companies is very real.
The verdict falls at the end of the conference, a shared verdict: no, technology does not dehumanize HR. Robots, AI, do not come to take the place of humans, but they come to take their place next to them, to augment them.
On the other hand, according to the auditors, it is appropriate to be vigilant about the ethics related to these technologies, about the time to set up, administer and get to grips with these tools, and to fully understand the time-consuming nature of their deployments. So much time that we could not spend being close to the teams. During the closing cocktail, it is interesting to hear these women and men from HR. Unanimously, they emphasize the fact that if they chose this profession it is to be useful. Useful to the human project of the company, useful to employees. To be at the service of their project, their career and their employability. The Directors just have to give them the means and really realize that the company's primary wealth is its employees. And this, beyond a simple sentence slipped onto the web page of a career site...