AI is projected to enhance HR productivity by 30 to 40%, catalyzing its strategic evolution within the company's framework.
The rise of AI sets the stage for profound changes in the landscape of employment.
Recent advancements in this field are already integrated into tools that are transforming our daily lives: text generation with ChatGPT, code generation with GitHub Copilot X, and image generation with DALL·E. They challenge and disrupt traditional business structures and the future of certain fundamental functions, foremost among them, human resources management.
Thus, companies operate within a constantly changing technological environment. In an ideal world where AI maximizes task efficiency, solution personalization, and work productivity, would the HR function still be necessary? This provocative question conceals another, fundamental one: what kind of business model do we aspire to, and how can emerging technologies like generative AI enable us to achieve it?
To address these questions, we conducted an extensive 2-month study involving 40 European HR experts from various sectors and companies ranging from tech scale-ups to large international corporations. The interviews conducted allowed us to associate 21 AI use cases with key HR activities poised to revolutionize various HR roles and processes.
Our goal is to assess the feasibility and impact of these use cases on the HR function, as well as the level of user acceptance. This comprehensive evaluation, applied to various profiles of HR collaborators, also helps identify implications in terms of job displacement and skill evolution.
If deep learning will definitely play a crucial role in automation and improvement of the daily insurer operations involving image, text, and audio processing, it is not expected in the mid-term to deeply impact the core insurer business related to risk management.
The aim of this short paper is to share a point of view on the use of deep learning technologies in the insurance sector.
