GM Integra RRHH has long been using technology as a tool to provide better service to its clients and as a lever for the development of its business.
For many years we have been working with our own team of developers who have helped us automate processes and introduce different solutions that have optimized the work of our specialists.
Today, even though we have already implemented tools that work with Artificial Intelligence (AI), such as the RPA that we use, for example, to automate tasks and communications to the administration, a very important part of our strategic route is to continue exploring AI, so that we can continue applying it in our work processes, managing to take even more advantage of our efforts and improve the service to our clients.
Of course, while we carry out this work, we are also taking care not to depersonalize certain areas, such as communication with the client (internal or external) or the interpretation of regulations, which are crucial in our sector and require and will require people who are experts in the field to achieve the desired results.
In this article we want to share with you some points regarding the use of AI that we have located and are exploring, since, in all probability, they will be applied in our nearest future and in our sector in particular:
- RPA (Robotic Process Automation): as we said, robotization of manual administrative tasks, communications to the administration, mass sending of communications, all of which are automatic, recurring processes necessary to complete the payroll flow within a labor office… The application of this technology is not simple: it requires a long and complex learning process by the machine, prior to its real operation. This learning process is accompanied by hard work by labor experts, who are the ones who have to devise the processes and carry out the testing before the RPA can operate on its own. At this point, it is true that the workload of payroll and labor technicians is considerably reduced once the robots reach their optimal operating point.
- Reporting and Data Analytics: development of HR Analytics tools that are capable of offering, in an unassisted manner, key HR data: the ultimate goal is for them to help us identify by themselves relevant deviations and relationships between data, with their corresponding analyses and diagnoses.
- Training: in this field, the assignment of personalized training for each technician or employee in each of the areas is proposed, so that we continue working and promoting specialization. Thus, each employee, depending on their functions or their level of knowledge or need for updating, will obtain a training route adapted, automatically, according to the updated needs of their job.
- Chatbots and virtual assistants: which are already emerging and which will help us resolve the multiple legal and procedural doubts that arise throughout the workday carried out by experts in Labor Relations. Large publishers, such as LeFebvre, are already on the right path to provide us with service in this area.
- Recruitment of expert profiles in payroll and labor: they are already used in large companies, but it is a matter of time before all companies (including professional offices) work with selection platforms that have generalized the use of algorithms that automate the first steps of recruiting profiles. Let us remember that professionals working in our sector require a level of experience and commitment that must be appropriate to the relevance of the position they are going to occupy.
AI is going to make life much easier for HR departments in general and, in particular, it is going to be a turning point for social graduates and industrial relations experts. The future is near. We will keep you informed.