Beyond the danger... AI, driving skills transformation!
According to a recent study by McKinsey, almost 40% of workers will need to acquire new skills by 2030 to remain competitive in the job market.[1] Indeed, AI is reinventing process automation on repetitive, low value-added tasks, freeing up time for higher value-added activities. A transformation that would operate like a veritable groundswell. But beyond the fears, there are real opportunities to be seized!
Far from being a simple replacement tool, AI acts as a catalyst for redefining and rethinking human roles. It stimulates creativity, facilitates collaboration and opens up new perspectives in a variety of fields, from science to the arts, not forgetting human resources.
However, to take full advantage of these opportunities, a massive re-skilling is essential, with a focus on skills such as critical thinking, adaptability and mastery of digital technologies.[2]
This state of affairs should now be HRDs' number 1 priority...
WHAT DOES THE MCKINSEY STUDY REVEAL ABOUT FRANCE?
A massive transformation of professions and an urgent need for retraining
It highlights several key points concerning the impact of AI on skills in France. It points out that AI could automate up to 27% of current tasks by 2030, a figure that could rise to 45% by 2035 in some sectors.
This automation will require a massive re-skilling of skills, with an emphasis on critical thinking, collaboration and technical competence.
AI is generating an increased demand for specific skills:
- Critical thinking and complex problem solving: necessary to work alongside AI in dynamic contexts.
Example. A recruiter using AI to shortlist candidates needs to analyze the system's suggestions. He needs to identify whether any biases are present in the results and adjust the criteria to ensure an inclusive and fair recruitment process.
- Collaboration and interpersonal skills: human interaction and emotional management are becoming increasingly important.
Example. An HR manager working with multicultural teams needs to use AI tools to analyze employee engagement data. He then needs to organize workshops.
- Mastering technical skills: understanding and using technological tools is becoming an imperative in almost every sector.
Example. A payroll manager needs to master AI-based HRIS software to automate complex compensation calculations and detect potential errors, while ensuring compliance with constantly changing social and tax regulations .
Macroeconomic challenges specific to France
The study also highlights the macro-economic and structural challenges specific to France...
- Productivity slowdown: French productivity is growing at a slower pace than that of its European neighbors and the United States. This has a direct impact on business competitiveness and national economic growth.
- Falling working population: an ageing population is reducing the number of available workers, accentuating tensions on the job market.
Growing tensions on the job market: companies are struggling to recruit in key sectors, exacerbated by the mismatch between skills available and those in demand.
A differentiated impact by sector
AI is positioned as a solution to these challenges. It offers powerful tools for improving operational efficiency, enhancing human capabilities and stimulating innovation. However, its adoption remains slower in France, due to a cautious approach focused on social acceptability and the gradual nature of change.
However, the situation varies from one sector to another...
- Technology and financial industries: these sectors have adopted AI at a steady pace thanks to massive investment and a well-established technology culture.
- Healthcare and retail: these sectors are progressing more slowly, but offer significant potential for automating certain functions. In the healthcare sector, AI can improve diagnostics through medical imaging analysis and facilitate the personalization of treatments. In retail, it is used to optimize inventories, predict demand and improve the customer experience through personalized recommendations.
OUTLOOK AND RECOMMENDATIONS
When it comes to AI, French companies have a central role to play. Although 80% of companies have already integrated AI into at least one function, only 8% have deployed it on a large scale.
The main obstacles? Intellectual property protection, the risk of AI-related errors and low technological maturity.
To take full advantage of the opportunities offered by AI, several recommendations can be made...
- Invest in ongoing training: companies should organize ongoing training programs to enable their employees to acquire AI skills, such as data analysis or mastery of technological tools.
- Rethinking work models: it's not just a question of automating, but of profoundly transforming processes. This means rethinking working methods to better integrate AI, such as adopting hybrid models blending human and machine.
- Collaborate with the ecosystem: involve partners, employees and public institutions to ensure an equitable transition. Companies can join sector-based initiatives to pool resources, share best practices and co-develop innovative solutions.
- Valuing human capital: transformation is not just about integrating technologies, but placing people at the heart of projects to create a sustainable and inclusive future.
ACT-ON GROUP: PUTTING OUR EXPERTISE TO WORK FOR YOUR DIGITAL TRANSFORMATION!
At ACT-ON GROUP, our leitmotiv and market positioning is "HumanTech". We are convinced that the digital transformation of companies will require AI. Our expertise is based on four business lines: HRIS, STRATEGY, DATA and TECHNOLOGY. Each makes a specific contribution to supporting our customers in this specific technological revolution:
- Help executives draw up strategic plans to align their business objectives with the integration of AI.
- Deploy intelligent learning platforms that tailor training paths to employees' individual needs.
- Offer specific tools for payroll management or time and activity management (TAM), with a pedagogical and practical approach to support companies in their transformation.
- Consolidate, structure and add value to your (HR) data for informed decision-making and smoother collaborative processes, in particular with our solution DATA for people.
- Develop specific platforms embedding AI or advanced automation tools that reduce the burden of repetitive tasks, enabling teams to focus on high value-added projects.
Artificial intelligence is much more than just a technological advance: it represents an unprecedented opportunity to reinvent the job market and meet the economic and social challenges facing France.
However, this transition requires coordinated action and a strong commitment on the part of companies, public institutions and social partners.
At ACT-ON GROUP, we firmly believe that the success of this transformation depends on a balanced approach between technological innovation and human capital development.
As a strategic ally, we offer our expertise and customized solutions to help companies meet these challenges, while creating sustainable opportunities for their employees and their ecosystem.
An HR & AI project? Contact us!
[1] L’IA et l’évolution des compétences en France, Institut de l’entreprise, McKinsey & Company, Déc. 2024.
[2] IA et RH : quels impacts sur la gestion des compétences en 2024 ?, Culture RH, Janv. 2024.
You may also like…
