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Deutsche Post DHL y Alstom en el punto de mira: carreras profesionales en las que lo primero son las habilidades, con la ayuda de la IA

Tradicionalmente, el desarrollo de nuevas habilidades siempre ha tenido lugar en sesiones formativas similares a las que se imparten en aulas, por lo que suelen abarcar mucha materia y generalizar con el fin de atraer a múltiples sectores. Este enfoque cerrado del aprendizaje no sirve para el contexto actual. Necesitamos mejorar y reciclar las habilidades de forma más rápida, y, además, debemos hacerlo en el momento adecuado y en el contexto adecuado, pues necesitamos aplicar dichas habilidades a nuestros puestos actuales, ya sea cuanto antes o en el futuro próximo.

Alstom, la multinacional francesa de movilidad, y Deutsche Post DHL (DPDHL), el gigante de logística, han recurrido a la inteligencia artificial (IA) para preparar a sus plantillas para el futuro. Su prioridad han sido las carencias de habilidades dentro de sus plantillas, para lo que se han propuesto animar a sus trabajadores actuales a mejorar sus habilidades y a responsabilizarse de su desarrollo profesional.

¿Cuáles son los desafíos y por qué deben los departamentos de RR. HH. recurrir a la para abordarlos?

Tanto para DPDHL como para Alstom, el principal reto es doble:

  • No solo se necesita mucho tiempo para seleccionar de forma manual un mercado interno, sino que el resultado es además difícil de escalar. Cuando se introduce una cantidad ingente de datos de trabajadores, estos quedan obsoletos enseguida.
  • A causa de la distribución de sus plantillas, la formación tradicional resulta anticuada. Y es que intentar conectar con tantísimos trabajadores y ofrecerles formación para diferentes puestos en diferentes países es casi imposible.

Gracias a la plataforma de talento basada en IA de Cornerstone, estas empresas pueden racionalizar los datos de sus trabajadores y sus habilidades para que sean más tangibles y aprovechables. Gracias a esta plataforma, las organizaciones han creado un mercado interno en el que los trabajadores pueden crear perfiles en los que se destacan sus habilidades y competencias, así como las que desean adquirir.

A través de los datos que han introducido en la plataforma, las dos organizaciones han podido ofrecer formación personalizada, preparar programas de desarrollo, ofrecer visibilidad y una trayectoria profesional clara con oportunidades para moverse dentro de cada negocio. Estos perfiles de los trabajadores también han permitido a los dos equipos de RR. HH. identificar fácilmente carencias en las habilidades de sus empleados y encontrar los trabajadores adecuados a los que formar con vistas a cubrir esas brechas.

“Uno de los mayores retos a los que nos hemos enfrentado ha sido averiguar cómo incorporar una ontología de las habilidades”, explica Meredith Wellard, vicepresidenta del departamento de Aprendizaje, talento y plataformas del Grupo en Deutsche Post DHL. “Creo que es aquí donde algunas de las herramientas basadas en IA más han cambiado el mundo en el que vivimos, ya que ahora podemos empezar a identificar, con solo darle a un botón, el que podría ser el siguiente paso en nuestra carrera —ya seamos un manipulador de la zona de operaciones o un supervisor de almacén— y qué habilidades tienen que se puedan transferir a otras partes del negocio”.

¿En qué beneficia a los trabajadores una plataforma de talento basada en la IA?

Con una plataforma de IA, los trabajadores pueden crear perfiles que definan claramente sus habilidades y que identifique áreas en las que haya potencial de desarrollo. Además, los trabajadores pueden encontrar oportunidades profesionales dentro de su empresa, incluidas las habilidades que necesitan para que progresar, y las opciones de desarrollo y formación a su disposición. De esa forma, pueden adquirir y dominar dichas habilidades. Esta visibilidad de las oportunidades de crecimiento y movilidad del talento aumenta la motivación y la implicación entre los trabajadores, ya que ellos mismos pueden evaluar su aptitud para diferentes puestos y pueden crear su propio plan profesional personalizado.

Cuando se usan perfiles de trabajadores, se eliminan los sesgos de las primeras fases de los procesos de contratación y ascensos, ya que se pueden ver a los trabajadores según sus competencias y no a partir de ninguna información demográfica.

¿Cómo reaccionaron los trabajadores a la introducción de una solución de talento basada en la IA?

En Alstom, los trabajadores mostraron en un principio ciertas reservas ante la IA. No estaban familiarizados con el concepto de “inteligencia artificial” y les intimidaba. Con el fin de superar estas reservas iniciales, el equipo de RR. HH. hizo una demostración para enseñar a los trabajadores que la IA no es el “gran monstruo tecnológico” que muestran las películas de Hollywood, sino que es una oportunidad para crecer como profesionales. Asimismo, los trabajadores podían controlar su información, ya que podían elegir si querían introducir datos o no.

En DPDHL, los trabajadores se mostraron muy ilusionados ante la idea de ganar visibilidad en la organización. Además, como el aprendizaje automático mejoraba la personalización, los trabajadores se sintieron mejor valorados, porque las oportunidades profesionales y de desarrollo que se recomendaban se adaptaban a sus necesidades e intereses personales.

¿Cuál es el objetivo final para Alstom y DPDHL?

El equipo de RR. HH. de Alstom cree que las habilidades deben ser el aspecto más importante desde la contratación hasta la jubilación, de forma que los trabajadores deben considerar que el desarrollo personal y el crecimiento profesional ya no se logra cambiando de empresa. Ahora, si se aprovecha el poder de la IA, Alstom puede facilitar el crecimiento y el desarrollo de las personas dentro de una empresa.

“Uno de los principales objetivos que nos hemos marcado con la IA y la gestión de habilidades es proporcionar a los trabajadores un mercado transparente en el que dispongan de la información y de las herramientas que necesitan para prepararse para sus aspiraciones profesionales a largo plazo”, apunta Julia Maria Carvalho, directora de proyectos de RR. HH. de sistemas informáticos de RR. HH. en Alstom. “Con la IA, podemos prepararnos para los desafíos del futuro, ya que racionaliza la información de RR. HH., los datos y los conocimientos con el fin de que sean más tangibles y accesibles para los trabajadores de cualquier lugar”.

DPDHL espera que, con las oportunidades que ofrece la IA, los trabajadores vean que tienen un trabajo de por vida y que hay más oportunidades dentro de su empresa que en el mercado externo. La empresa está muy satisfecha porque ha mejorado su enfoque a la contratación, ya que ahora cumple objetivos y se basa en las competencias gracias a la plataforma de IA en la que las habilidades son la nueva divisa, y los datos el precio para entrar.

Conozca en profundidad el desarrollo de habilidades mediante la IA en LearnTech 2022, los días 4 – 5 de mayo en Londres Regístrese en la conferencia donde Meredith Wellard y otros profesionales explicarán por qué cuando se conocen bien las habilidades, las organizaciones pueden definir mejor lo que necesitan para triunfar, la forma en que los trabajadores pueden conocer y gestionar mejor sus propias habilidades y dónde pueden desarrollarlas para cumplir los objetivos de la organización, así como sus objetivos profesionales y personales.

Reserve su entrada a la conferencia aquí. El equipo de Cornerstone está deseando analizar sus necesidades específicas para la gestión de habilidades en la sala N1-N7 en el stand G10. ¡Nos vemos en LearnTech 2022!

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