GM Integra HR has long been using technology as a tool to provide a 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 in the automation of processes and in the introduction of 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 RPAs we use, for example, to automate tasks and communications to the administration, a very important part of our strategic path is to continue exploring AI, so that we can continue to apply it in our work processes, making the most of our efforts and improving our service to our customers.
Of course, while carrying 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, experts in the field to achieve the desired results.
In this article we would like to share with you some points regarding the use of AI that we have located and are exploring, as they will most likely be applicable in our near future and in our specific sector. that we have located and are exploring, as they will most likely be applicable in our near future and in our industry in particular:
- RPA (Robotic Process Automation): as we were saying, robotization of manual administrative tasks, communications to the administration, mass mailing of communications, everything that are recurrent and necessary automatic processes to complete the payroll flow within a labor law firm... 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 on the part of the labor experts, who are the ones who have to devise the processes and carry out the testing before the RPA can actually work on its own. At this point, it is true that the workload of the payroll and labor technicians is considerably reduced once the robots reach their optimum operating point.
- Reporting and Data Analytics: development of HR Analytics tools that are able to offer, in an unassisted way, the key HR data: the ultimate goal is that they help us by identifying deviations and relevant relationships between data, with their corresponding analysis and diagnostics.
- Training: in this field we propose the assignment of customized training for each technician or employee in each of the areas, 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 automatically obtain an adapted training route, according to the updated needs of their job.
- Chatbots and virtual assistants: which are already emerging and will help us to solve the many legal and procedural doubts that arise throughout the day that experts in Labor Relations make. Large publishers, such as LeFebvre, are already on the right track to serve us in this area.
- Recruitment of expert profiles in payroll and labor: these are already used in large companies, but it is only a matter of time before all companies (including professional firms) work with selection platforms that have generalized the use of algorithms that automate the first steps of profile recruitment. Let's remember that professionals working in our sector require a level of experience and commitment that has to be adapted to the relevance of the position they are going to occupy.