While the entire HR ecosystem is disrupted by digital, the research firm Markess by exaegis conducted a study in the last semester of 2018 with 92 decision makers in the HR function from ETI and large groups. Called “2020 Trends in the HR Solutions Market”, it reveals the projects that are waiting for the HRIS function this year. Extending digitization to all HR processes The computerization of HR processes is constantly expanding into new functionalities: “Payroll and personnel administration are the most advanced processes in companies. Conversely, the management of human capital as well as the recent HR processes such as on-boarding are still mostly managed in a traditional way, by means of the Excel software “, indicates Hélène Mouiche, senior analyst at Markess and author of the study. In 2018, 79% of HR decision-makers surveyed are equipped with a Time and Activity Management (GTA) tool and 36% of a workforce planning solution. 79% of HR decision makers believe it is imperative to deploy mobile ATM solutions to facilitate their adoption by employees. 16% of companies have, moreover, computerized the process of on-boarding in 2018. Start experimentation in artificial intelligence Certainly, it is still shy in the field of HR. However, artificial intelligence and machine learning are gradually coming into the missions of the HR function. According to the Markess study, 17% of HR decision-makers say they are ready to invest in artificial intelligence more or less short term. Better: 38% will use AI by 2020 to automate the management of HR data.

Few HR professionals are therefore launched in an experimental phase. They do not yet perceive the uses applied to human resources. To rely on this technology assumes a prerequisite that few companies have: a governance of the data. To develop algorithms and implement logical approaches to consider HR analytics, HR data must not only be voluminous but also of high quality, “explains Hélène Mouiche. Deploy a chatbot to employees 62% of HR decision-makers perceive bots as useful or even unavoidable, according to Markess. “HR decision makers are showing interest in bots. However, the adoption rate of these tools remains low: only 23% are planning to deploy a bot in the short term. In
2018, initiatives in this area mainly concerned withholding. To avoid being oversolicited, payroll departments have equipped themselves with bots capable of answering the most frequent questions of employees about collecting taxes, “explains Hélène Mouiche. In the world of recruitment, initiatives are emerging.

Via a chatbot, Adecco accompanies candidates in their job searches on Facebook while L’Oréal entrusts a conversational robot with the pre-selection of CVs. “Today, bots are mostly seen as marketing tools to promote the employer brand of companies. Fighting Document Fraud 9 out of 10 HR decision makers consider data privacy and integrity as an issue. “HR professionals do not have the culture of data. Yet the partitioning of employee data is a major issue for them.

The GDPR forced them to review their security policies, if only to be able to implement the withholding tax, “explains Hélène Mouiche. Document fraud is a priority issue for 28% of HR decision makers. “Falsification of data, that is, CVs, diplomas and pay slips, is a subject that companies are paying attention to. It has been seen a problem of trust on the part of employers and employees with regard to the reliability of the data. Blockchain, which can help companies protect against fraud by making data tamper-proof, is a technology that interests 13% of HR decisionmakers.