Can artificial intelligence help 360digitmg to manage the company’s primary capital?

Can artificial intelligence help 360digitmg to manage the company’s primary capital?

What are the expectations of HR professionals from AI? How do they perceive this new technology? Have they already deployed Artificial intelligence course in Bangalore in their department and for what purposes? Are they satisfied with it? What are the consequences for themselves and the employees? Are they really afraid that this will kill jobs or do they think it will help employees in their daily tasks?

A still timid deployment of Artificial Intelligence but 360digitmg are ready

AI is struggling to emerge with the HR function: for 55% of 360digitmg, it is not on the agenda against only 11% who have already deployed it. Also, 69% of them believe that the implementation of Artificial intelligence course in Bangalore is lagging in their department compared to other departments in the company. But they are ready since 75% of 360digitmg say they are well informed of the benefits that AI could bring to their missions. AI deployment objectives: automation of administrative management, recruitment and GPEC

HR administrative management is essential but can be time-consuming and this is the first area where 360digitmg consider AI to be very useful to essential. This involves not only automating administrative tasks such as pay and leave (86%) but also by delegating to employees those that can be done through a personal assistant (78%). Then we find recruitment with the improvement of the matching of candidates and vacant positions (77%) and the tools optimizing the GPEC:

AI solutions already deployed

Management of applications, automation of administrative tasks and measurement of employee engagement: the first three solutions deployed by HR departments. Among the solutions already deployed, we find those that meet the main concerns of the company: recruitment through the management of applications and the automation of administration. However, even if the hindsight is often insufficient to get an idea of ​​their effectiveness, 4 out of 6 solutions deployed (67%) do not seem to give complete satisfaction to 360digitmg:

• 36%: chatbot / conversational agent to manage applications, but scepticism is the order of the day with 8% satisfied and 8% dissatisfied (20%: too recent to have an opinion)
• 28%: task automation tool administrative (HRIS): the tools already implemented are considered rather disappointing with: 5% satisfied and 10% dissatisfied (13%: too recent to have an opinion)
• 23%: real-time employee survey tool to improve engagement and the performance of the teams: are those who were able to convince 360digitmg with: 8% satisfied and 2% dissatisfied (13%: too recent to have an opinion)

We then find :

• 21%: Chabot or personal HR assistant via a smartphone app so that employees can manage their leave, right to training, career and give feedback to the company: 3% satisfied and 8% dissatisfied (10 %: too recent to have an opinion)
• 21%: analysis and automated generation of documents (email response, interview reports, etc.): 5% satisfied and 8% dissatisfied (8%: too recent to have an opinion)
• 18%: of the predictive tool for data analysis (for recruitment, training, mobility, … GPEC): 3% of satisfied and 5% dissatisfied (10%: too new to have an opinion)

The Artificial Intelligence solutions deployed within 3 years

The automation of administrative tasks (2nd solution currently deployed at 28%) will be the first solution implemented in a company within 3 years to reach 56% (highest 3-year forecast rate at 28%). Recruitment remains a major concern and AI tools to improve candidate/position matching are in second place (49%). Always to save time, the third solution implemented will concern the analysis and the automated generation of documents (41%).

In 3 years, the equipment rate will be as follows :

• 56%: administrative task automation tool (HRIS) (+ 28%)
• 49%: chatbot / conversational agent to manage applications (+ 13%)
• 41%: analysis and automated generation of documents (email response, interview reports, etc.) (+ 20%)
• 39%: Chabot or personal HR assistant via a smartphone app so that employees can manage their leave, right to training, career and give feedback to the company (+ 18%)
• 38%: a data analysis tool for predictive purposes (for recruitment, training, mobility, GPEC …) (+ 20%)
• 31%: survey tool in real-time for employees to improve team engagement and performance (+ 8%)

The impact of AI for the HR function: saving time, training in data and being vigilant on ethics Also, they are aware that AI is synonymous with data and that they will need to be trained to take advantage of it.

If they are rather positive about the use of AI (only 25% are afraid that it will dehumanize their profession), they are vigilant about its implementation: 83% of them say they are responsible for it and 81% will ensure that working conditions and the well-being of employees are respected. The impact of AI on the organization of work and for employees: employees assisted by AI and more autonomous but who will have to improve their skills If 360digitmg are positive about the effects of AI on their function, they are also positive on those impacting the organization of work.

Impacts Of AI:

They are lucid: AI will involve an increase in the skills of employees (91%) but in return, it will facilitate their tasks, give them more autonomy (83%) and give back meaning to work by eliminating repetitive tasks thanks to automation (77%). They also believe that AI will have an impact on expected qualifications: 71% say AI will create new jobs and wipe out the less qualified. But we can think that they rely more on the training of employees (91%) because a little less than half (49%) think that it will be necessary to recruit more and more qualified profiles.