By Dr. Tawhid CHTIOUI, Founding President of aivancity, the leading school for AI and dataa
\n\n\n\n(From his interview in the Île-de-France special edition of the ANDRH magazine – January 2025)
\n\n\n\nArtificial intelligence plays a fundamental yet complex role in the HR field. On the one hand, it is transforming the HR function itself by introducing tools to improve recruitment, talent management, and predictive analysis of HR data. On the other hand, HR finds itself at the center of the transformation of roles and jobs across all organizations, guiding teams as they navigate the balance between increased automation and its organizational repercussions. HR therefore has a unique responsibility: to optimize its own effectiveness while acting as the conductor of this global evolution that is redefining the nature of our jobs and demanding in-depth reflection on the new and essential skills that AI calls for us to develop.
\n\n\n\nAs with all departments, the integration of AI and data science into HR delivers significant productivity gains through smarter, automated processes. Beyond automating repetitive tasks, AI saves time and improves accuracy in candidate sourcing and pre-screening through matching algorithms that identify the most relevant profiles based on specific criteria. Similarly, predictive analytics tools help HR anticipate turnover risks, enabling preventive measures to retain talent. The personalization of the employee experience is also enhanced through chatbots for common administrative questions, as well as through tailored training recommendations based on analyses of skills and career paths, which promotes professional development aligned with the company’s needs.
\n\n\n\nFurthermore, AI can also be used to analyze employee sentiment and well-being in the workplace by analyzing data from regular feedback, surveys, or corporate social networks to identify early warning signs of demotivation or dissatisfaction, thereby enabling managers to adjust their practices proactively. It even enables more objective performance evaluations by incorporating a variety of indicators and reducing human bias. By leveraging these solutions, the HR function frees up time to focus on strategic, high-value-added tasks, such as supporting employees and strengthening their engagement, while optimizing its decisions and directly contributing to the organization’s overall performance.
\n\n\n\nThe rollout of AI must be accompanied by ongoing support for employees. This involves raising their awareness of AI tools and providing them with the necessary training to develop key skills such as data management, algorithm interpretation, and the responsible use of generative AI tools, as well as addressing the ethical and societal challenges of AI, such as privacy management and fairness in automated decision-making processes. Another challenge lies in supporting leaders so they can become ambassadors for this transformation and facilitators of AI tool adoption at every level of the organization.
\n\n\n\nThe rollout of AI must be accompanied by ongoing support for employees. This involves raising their awareness of AI tools and providing them with the necessary training to develop key skills such as data management, algorithm interpretation, and the responsible use of generative AI tools, as well as addressing the ethical and societal challenges of AI, such as privacy management and fairness in automated decision-making processes. Another challenge lies in supporting leaders so they can become ambassadors for this transformation and facilitators of AI tool adoption at every level of the organization.
\n\n\n\nHR thus plays a key role in driving skill development and role transitions, ensuring the implementation of continuous learning pathways to align talent with the organization’s evolving technological needs.
aivancity supports HR departments in two ways: First, by directly training HR professionals in AI tools and applications through a dedicated certification program that goes beyond basic technical skills to provide a comprehensive understanding of AI, including organizational challenges, legal issues, and human and societal considerations.
\n\n\n\naivancity can also offer customized (trans)formation programs for employees across various roles by tailoring examples and practical case studies to the company’s specific industry. Thanks to our expert instructors in the various components of the AI and data ecosystem, we enable HR departments to unlock the potential of AI, improve their practices, and accelerate the skill development of their teams. Our approach promotes sustainable learning that keeps pace with the rapid evolution of AI, thereby ensuring a positive and measurable impact for the organization. This is what we are already doing with several companies and public institutions, achieving exceptional satisfaction levels and results.
\n\n\n\nTo successfully integrate AI into HR, I recommend starting with a pilot phase, identifying specific processes where AI can deliver measurable benefits. HR should also prioritize transparency and ethics in the use of AI, explaining to employees the objectives and mechanisms of the tools being deployed. Finally, investing in employee training and support is essential. This is not merely about learning to use new tools, as is often the case with certain training programs, but about understanding the overall impact of AI on their roles and on the organization. Cultivating an inclusive and responsible approach to AI enables it to become a powerful driver of innovation and the improvement of organizational practices.
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