Summer is a time to rejuvenate… and review the first half of the year. As we take a brief summer break, let’s conduct this exercise for the world of human resources. Here are the three highlights that have caught our attention.
- Artificial Intelligence (Obviously)
Not a day goes by without seeing the term “generative AI” flash before our eyes. Beyond OpenAI’s ubiquitous ChatGPT, tools are proliferating, giving companies leverage to conduct their experiments. For now, most organizations are in a learning and analytical phase to determine what this technology can concretely bring them, especially concerning human resource management.
According to a recent report by Gartner, 76% of HR leaders believe their organization will fall behind if they do not adopt generative AI within the next 12 to 24 months. This department is particularly fertile for generative AI projects.
“HR is one of the sectors that can certainly benefit the most from AI,” said Jean-Baptiste Audrerie, president of Nexa RH, at the recent Connexion conference.
The use cases are numerous:
- Creating a virtual agent to answer employee questions
- Sorting and analyzing resumes
- Writing messages to candidates
- Generating job descriptions
- Semantic analysis of survey comments
- Documenting and summarizing team meetings
- Producing short internal training videos
This issue is even more critical since employees are no longer waiting for their company’s permission to use these tools! According to a recent survey by Microsoft and LinkedIn, nearly eight out of ten employees (78%) use their own AI tools for work. In other words, employees aren’t waiting for their company’s blessing to use AI!
The results seem promising. According to PwC’s first global employment barometer on the subject, the number of AI job offers is growing at a rate 3.5 times faster than the overall recruitment offers, and productivity increases are nearly five times higher in sectors most exposed to AI. This certainly warrants serious attention.
2. The Tension Point (and Turning Point) of Remote Work
The pandemic dramatically accelerated remote work. Has it gone too far? Many organizations are now reversing course, including tech giants… paradoxically, the very companies that create the tools enabling remote work!
The evident benefits of physical work (collaboration, corporate culture, innovation, career advancement) clash with employees’ reluctance to return to the office after getting used to avoiding commutes and enjoying the tranquility of their homes.
Some companies adopt a strict approach, leaving employees no choice. Others try to be more persuasive. According to the KPMG 2023 CEO Outlook report, 87% of the 400 American CEOs surveyed are willing to reward employees who return to the office with new assignments, promotions, and/or raises. This is certainly a topic to watch for the rest of the year.
- Values Becoming Increasingly Central in Company Choices
Conscious quitting (leaving a job due to a misalignment with company values), Climate quitting (leaving a job if the company negatively impacts the environment)… Concepts highlighting employees’ ethics in choosing their employer reveal a deep trend.
Today, salary and working conditions remain powerful attractors, but other levers are emerging to enhance employer branding and retain talent. These include diversity, equity, inclusion, and corporate social responsibility (CSR). This will certainly keep HR departments busy for the next semester!
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