Blog Post

L'éthique de l'IA dans les RH

Jose Alberto Rodriguez Ruiz

Data Protection Officer at Cornerstone OnDemand

Nous avons récemment annoncé le lancement de notre Cornerstone Innovation Lab for AI. Situé à Paris, notre centre d'excellence de l'IA réunit des experts en machine learning, en intelligence artificielle, en ressources humaines et en protection des données qui explorent de nouvelles façons d'appliquer cette technologie au domaine des RH, avec une attention particulière sur l'expérience des collaborateurs.

Ce laboratoire a créé Skills Graph, un outil de recherche de compétences qui utilise la toute dernière technologie d'IA pour permettre à nos clients de découvrir plus facilement les compétences de leurs collaborateurs, ouvrant ainsi un monde de possibilités, dans lequel nous pouvons les aider à découvrir de nouvelles carrières et leur suggérer des contenus et des formations correspondant à leurs ambitions professionnelles. Reskilling et upskilling sont deux termes qu'on entend beaucoup et grâce à la vision novatrice de notre système, ces tâches sont plus faciles, plus justes et plus transparentes.

D'une part, l'IA peut être utilisée pour l'automatisation des processus, ce qui nous permet d'optimiser notre façon de travailler et d'être plus efficaces. D'autre part, elle nous permet de faire des corrélations qui ne sont pas instantanément évidentes – si elles l'étaient, l'intelligence naturelle serait suffisante ! La combinaison de ces deux facteurs peut considérablement améliorer nos processus RH. Mais l'algorithme pense de manière autonome et si nous n'y prenons pas garde, il risque de répéter des erreurs. Il est donc important de parler d'éthique et de réfléchir à la façon d'incorporer la notion de comportement de l'algorithme dès la phase de conception. Il n'est pas possible d'ignorer le fait que l'IA crée risque et incertitude et que le domaine des RH ne fait pas exception. Un exemple fréquent en est l'utilisation des données RH, sans aucun filtre, pour un algorithme de recrutement et qui aboutit à une discrimination de genre. Si ce type de situation se produit, c'est souvent parce que l'IA de programmation repose sur la disponibilité d'un grand volume de données et sur la recherche de schémas répétitifs dans ces données historiques. Les données peuvent refléter des réalités obsolètes – par exemple le fait que la majorité des collaborateurs occupant certains postes sont des hommes, une situation rarement justifiable. Pour cette raison, les entreprises qui travaillent avec cette technologie ont pour responsabilité de réunir data engineers, professionnels des RH et experts en éthique, afin d'assurer une utilisation efficace de cette technologie.

De nombreuses raisons, récemment devenues de plus en plus évidentes, justifient d'innover dans ce domaine : rapidité, volume, changements très rapides et limites des processus manuels classiques. Prenons par exemple une entreprise qui souhaite s'adapter aux changements et adopter une stratégie de formation reposant sur le reskilling. Un processus manuel est limité en capacité et en qualité ; l'automatisation des processus grâce à l'IA va donc nous aider à gérer ces processus plus rapidement, et à veiller à leur utilité.

Mais pour ce faire, les services HR devront s'adapter et devenir des « experts » de l'IA, ou plus précisément des utilisateurs experts de l'IA.

  1. Choix des données appropriées. Quelles données utilisons-nous pour créer ces algorithmes ? Si nous utilisons des données historiques, cela peut avoir des conséquences dont il faut tenir compte pour la phase de conception.
  2. Utilisation de l'algorithme. Une fois l'algorithme mis en œuvre, ses utilisateurs (autrement dit les équipes RH) devront apprendre comment fonctionne l'IA afin de pouvoir évaluer l'exactitude de ses résultats, corriger les erreurs, réduire le risque et contribuer à améliorer la technologie.

Ce phénomène permettra de créer de nouveaux postes au sein des services RH, tout en leur offrant une magnifique opportunité d'étendre leurs compétences : montée en compétences ou reconversion.

C'est la raison pour laquelle Cornerstone Innovation Lab for AI dirige son effort d'innovation sur l'éthique. Nous gardons à l'esprit les sept principes clés de l'UE pour une IA éthique : facteur humain et contrôle humain, robustesse et sécurité, respect de la vie privée et gouvernance des données, transparence, diversité, non-discrimination et équité, bien-être sociétal et environnemental et responsabilisation.

L'IA est un outil puissant. La façon dont on l'utilise dépend de nous, professionnels des RH.

Cet article a initialement été publié sur le blog espagnol de Cornerstone, inspiré de ce podcast par Observatorio de Recursos Humanos.

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15 Tried and Tested Competency-based Interview Questions

Article

15 Tried and Tested Competency-based Interview Questions

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Blog Post

PROFILE OF THE MONTH: Andrea Sennett

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2019 Nucleus Research talent management value matrix

Research

2019 Nucleus Research talent management value matrix

As organization's look for new and better ways to engage their employees, foster cultures of continuous learning and development, and build agile workforces of the future - technology certainly plays a big role. But evaluating talent management technology providers can be challenging. Who will deliver the most value for your investment? Cornerstone named a talent management technology "leader" In the 2019 Value Matrix, Nucleus has assessed select talent management vendors based on their product usability and functionality as well as the value that customers realize from the capabilities of the product. "Cornerstone OnDemand continues to be a “one stop shop” application for all facets of talent management." Investments in machine learning and predictive analytics have contributed to Cornerstone's leadership position in the 2019 Value Matrix. The use of machine learning allows the Cornerstone clients to regularly analyze employee information and learning activity so that they can deliver relevant content aligned to personalized learning journeys based on platform recommendations. You can that see Saba Software, who Cornerstone acquired in April of 2020, is also placed in the “Leader” quadrant, further solidifying our place as an industry leader and value-packed solution provider. Download the report and see why Cornerstone was cited as the top leader for both usability and functionality in the 2019 Talent Management Technology Value Matrix!

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