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Tuesday October 15, 2024
| Sponsored content – Sirh saas
AI is emerging as a strategic lever to transform HR management. Faced with this turning point, companies must choose between two options. They can integrate AI with several specialized software or opt for a more qualitative global HRIS approach.
According to a recent study by KPMG, almost half (47%) of organizations in France already use artificial intelligence (AI).
This statistic is already impressive. It comes with another important indicator: 71% of executives plan to use their first AI solution by 2025.
These companies face a big challenge. They must successfully integrate AI into environments with multiple systems.
AI can change human resource management. However, it raises questions about the ability of HRIS to adapt to this new technology.
The integration of AI into a global or decentralized HRIS: a strategic decision
In a world where the digitalization of HR processes is becoming essential, organizations are adopting varied approaches to manage their HR. Some opt for comprehensive solutions, while others prefer to use several specialized tools to meet specific needs.
Concretely, an HRIS can be structured in two ways:
- A centralized and global system which brings together all of an organization’s HR data;
- Several software programs dedicated to distinct HR processes, such as recruitment, talent management, or even time management and safety at work.
However, the choice of using multiple solutions in parallel raises crucial questions in terms of data consistency and efficiency. This also has direct implications for the implementation and operation of artificial intelligence (AI).
The importance of a unified view of data
To effectively manage human capital, it is essential to rely on reliable, grouped and contextualized data.
With many HR tools, each software only has the information it contains. This creates a risk of data and AI fragmentation.
This dispersion complicates the overall analysis of data, depriving HR teams of a clear vision of the organization.
Analyzes become more difficult to cross, making strategic decisions riskier. This results in an increased risk of errors in diagnoses and decision-making.
User experience: simplicity or complexity?
Operating multiple AIs in a fragmented environment also poses user experience challenges.
Each system has its own interfaces and ways of interacting. This can create confusion for users. This also complicates the customization of solutions.
Conversely, an AI integrated into a global HRIS offers a simple user experience. It has a clear and intuitive interface. This makes interactions easier and helps with adoption.
Global HRIS: What impact on the effectiveness of AI?
Decentralized HRIS
- Fragmented and inconsistent data;
- Difficult to use and cross-reference information;
- More complex AI integration;
- More delicate security with multiple systems.
SIRH global
- Centralized and standardized data;
- Better use of data by AI;
- More accurate results and more reliable predictions;
- Makes it easier to secure data and analyzes
Well-integrated AI, a major asset for HR
Choosing a global HRIS with integrated AI helps centralize data. This also improves the quality of predictions and analyses.
Accessing data consistently improves the predictive capabilities of AI. This gives it the tools to deliver relevant results.
And HR services? They will be able to make the best strategic decisions and position their department as a leader within the organization.
In summary
• AI in a global HRIS makes the user experience simpler.
• It also allows for more precise data analyzes and better personalization.
• It constitutes an essential asset for organizations wishing to fully exploit their human capital and remain competitive in a constantly evolving environment.
