{"id":25809,"date":"2024-03-27T15:19:09","date_gmt":"2024-03-27T14:19:09","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/intelligenza-artificiale-e-risorse-umane-a-quali-sfide-deve-prepararsi-un-hr-manager-aidp-27-marzo-2024-stefania-raviele-martina-de-angeli-3\/"},"modified":"2026-02-16T16:35:52","modified_gmt":"2026-02-16T15:35:52","slug":"intelligenza-artificiale-e-risorse-umane-a-quali-sfide-deve-prepararsi-un-hr-manager-aidp-27-marzo-2024-stefania-raviele-martina-de-angeli","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/intelligenza-artificiale-e-risorse-umane-a-quali-sfide-deve-prepararsi-un-hr-manager-aidp-27-marzo-2024-stefania-raviele-martina-de-angeli\/","title":{"rendered":"Intelligence artificielle et ressources humaines\u00a0: \u00e0 quels d\u00e9fis un responsable des ressources humaines doit-il se pr\u00e9parer\u00a0?\u00a0(AIDP, 27 mars 2024 \u2014 Stefania Raviele, Martina De Angeli)"},"content":{"rendered":"\n

Dans un contexte o\u00f9 la technologie progresse rapidement, l’intelligence artificielle (\u00e9galement connue sous l’acronyme anglais A.I.<\/em>) r\u00e9volutionne le paysage du travail mondial, agissant comme le moteur de profonds changements et ouvrant des horizons jusqu’alors totalement inconnus.  <\/p>\n\n\n\n

Le monde du droit est donc appel\u00e9, une fois de plus, \u00e0 r\u00e9glementer de nouveaux sc\u00e9narios qui ne r\u00e9pondent pas aux paradigmes juridiques traditionnels connus \u00e0 ce jour. La premi\u00e8re \u00e9tape \u00e0 cet \u00e9gard vient de l’Union europ\u00e9enne. En effet, sur le site internet du Parlement europ\u00e9en, on peut lire que \u00ab dans le cadre de sa strat\u00e9gie num\u00e9rique, l’UE souhaite r\u00e9glementer l’intelligence artificielle (IA) afin de garantir de meilleures conditions de d\u00e9veloppement et d\u2019’utilisation de cette technologie innovante<\/em> \u00bb. Ainsi, le 9 d\u00e9cembre 2023, la Commission, le Conseil et le Parlement sont parvenus \u00e0 un accord politique sur le contenu de ce que l’on appelle \u00ab Loi sur l’IA <\/em>\u00bb, propos\u00e9 par la Commission en 2021, que les techniciens sont aujourd’hui en train de traduire par une proposition de texte d\u00e9finitive. <\/p>\n\n\n\n

La priorit\u00e9 du l\u00e9gislateur europ\u00e9en est de s’assurer que les syst\u00e8mes d’IA utilis\u00e9s sont s\u00fbrs, transparents, tra\u00e7ables, non discriminatoires et respectueux de l’environnement.  <\/p>\n\n\n\n

Il existe donc une prise de conscience, m\u00eame au niveau r\u00e9glementaire, du fait que l’IA (i) est le moteur d’un changement qui soul\u00e8ve des questions \u00e9thiques, sociales et juridiques concernant son utilisation et les cons\u00e9quences connexes et (ii) repr\u00e9sente l’un des d\u00e9fis les plus importants et les plus complexes auxquels les entreprises sont confront\u00e9es.  <\/p>\n\n\n\n

C’est pr\u00e9cis\u00e9ment sur ce dernier point qu’il semble donc appropri\u00e9 que les organisations se pr\u00e9parent \u00e0 faire face \u00e0 la profonde transformation qui se produit, plus ou moins silencieusement, dans le monde du travail. <\/p>\n\n\n\n

Automatisation des activit\u00e9s r\u00e9p\u00e9titives, fiabilit\u00e9 de la mesure des performances et contr\u00f4le des besoins en personnel : l’IA est-elle un talent dont on doit chanter les louanges ? <\/strong><\/h2>\n\n\n\n

L’utilisation d’une technologie qui collecte des informations de mani\u00e8re autonome, les traite, en tire des conclusions ou prend des d\u00e9cisions, contribue \u00e0 la rapidit\u00e9 avec laquelle les performances peuvent \u00eatre r\u00e9alis\u00e9es ; am\u00e9liore l’efficacit\u00e9 op\u00e9rationnelle et r\u00e9duit les erreurs dans les activit\u00e9s de routine ; a un impact sur les besoins en personnel d’une organisation commerciale ou, encore, a une incidence sur la mesure des performances d’une ressource humaine.<\/em> <\/em><\/em><\/p>\n\n\n\n

Si, d’une part, cela repr\u00e9sente une excellente opportunit\u00e9 de rendre les processus d\u2019entreprise plus rapides, plus fiables et moins chers, d’autre part, plusieurs probl\u00e8mes se profilent. Parmi de tels probl\u00e8mes, pour ce qui nous concerne ici, nous souhaitons souligner (i) les biais<\/em> et (ii) le risque d’un contr\u00f4le intensif de la part de l’employeur.  <\/p>\n\n\n\n

La technologie, bien qu\u2019artificiellement intelligente, est programm\u00e9e par des \u00eatres humains et, en tant que telle, peut donc \u00eatre affect\u00e9e par les pr\u00e9jug\u00e9s de ses programmeurs, refl\u00e9tant et amplifiant les erreurs pr\u00e9sentes dans les informations trait\u00e9es.  <\/p>\n\n\n\n

Telle que nous la connaissons aujourd’hui, en effet, l’IA g\u00e9n\u00e9rative est programm\u00e9e pour apprendre et (s’auto-)entra\u00eener afin de s’am\u00e9liorer au fil du temps, et cela \u00e9galement sur la base des informations qui lui sont transmises. Le risque de r\u00e9plication des biais<\/em> est donc tr\u00e8s \u00e9lev\u00e9. <\/p>\n\n\n\n

En outre, l’IA fournit et traite une quantit\u00e9 inimaginable de donn\u00e9es et est \u00e9galement capable (directement ou indirectement) de permettre un contr\u00f4le \u00e0 distance intensif des employ\u00e9s.  <\/p>\n\n\n\n

Cela dit, dans le syst\u00e8me juridique italien, le contr\u00f4le \u00e0 distance est r\u00e9glement\u00e9 en d\u00e9tail et autoris\u00e9 uniquement selon des modalit\u00e9s et en pr\u00e9sence de conditions strictes pr\u00e9vues par la loi, y compris le plein respect des dispositions relatives \u00e0 la protection des donn\u00e9es.<\/em> Cette question joue un r\u00f4le fondamental \u00e9vident en mati\u00e8re d’IA. <\/p>\n\n\n\n

Continuez \u00e0 lire la version compl\u00e8te publi\u00e9e sur AIDP.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

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