Data lies at the core of human resources management. From an ethical standpoint, the use of this data with Artificial Intelligence raises questions about the purpose of its exploitation. Since HR data is considered sensitive, companies must pay special attention to ensure compliance with security rules and GDPR regulations.
Ethical and GDPR-related issues are thus central to the challenges of “HR Tech” tools. There is also a predominant need for these departments to equip themselves to fully benefit from the richness of their data through intelligent use.
Artificial intelligence and technology can have a positive impact on HR professions and each employee in the company, particularly through improved data reading, interpretation, machine learning, and automation. Data can address many issues based on the HR data of companies.
So, how can artificial intelligence mobilize human resources data while remaining ethical and compliant with GDPR standards? Mobilizing artificial intelligence ethically in the service of humanity.
HR departments possess multiple data points about their employees: positions, seniority, career paths, satisfaction, etc. All of this data, if handled properly, can make sense in different contexts. It is crucial for these teams to be aware of this and know how to mobilize it to achieve their objectives.
Artificial intelligence is capable of contributing to a better understanding and utilization of this data. It serves the HR function by better managing this information. HR teams and managers can rely on this technology to enhance their performance.
This artificial intelligence supports the established HR strategy to gain precision and performance. Like any technology, it applies to a functional context, with a particular focus on its result to align with defined ethics. Artificial intelligence does not replace humans; it advises them, helps understand data, and supports decision-making.
A better understanding of data about company employees allows for a better understanding of these audiences and better meeting their expectations.
TOP’s algorithms were developed through collaboration with HR experts and artificial intelligence ethics committees. The goal is to effectively address the need for team sustainability through anticipatory resignation and advice on necessary adjustments for the benefit of the employee and their relationship with the company.
Each employee is invited to give their consent (opt-in) to share their personal data, through communication explaining the entire functioning of this solution and its benefits to them. Ensuring security and GDPR compliance for an artificial intelligence mobilizing solution.
Then comes the question of security, a crucial topic when mobilizing data, especially in such a sensitive context. GDPR now also regulates all these practices for the protection of privacy and the proper use of all this data.
These issues were questioned from the very beginning of the solution’s development. Ensuring ethical and secure use of HR data is at the heart of TOP’s development strategy.
Securing HR Data
To address any risks of attack and fraudulent intentions regarding the use of this data, TOP was developed in accordance with various standards:
- The application was developed in line with the best practices of OWASP (Open Web Application Security Project), a non-profit foundation serving as a reference in the web ecosystem in terms of security.
- Establishing a partnership with Orange Business Services (ISO 27001, 2718, 9001, and 14001 certified company) to offer secure Cloud hosting located in France.
- Creating a backup system to save data in case of loss.
- Encrypting all data within the solution to ensure their integrity and confidentiality.
The subject of GDPR compliance is even more critical in this context due to data sensitivity.
To ensure that user data is hosted in a region that complies with GDPR standards, it is essential to host it in the European territory. This is what we achieved by partnering with Orange Business Services, which offers Cloud hosting on servers located in France.
This compliance must also be audited and monitored by various specialists in these practices and legal matters, as the law constantly evolves in these areas. TOP is thus followed by legal experts on these subjects to provide a solution that is always more ethical, stable, and compliant with the law.
Data scraping is also regulated, especially by CNIL, which oversees this practice for the benefit of internet users. Many pieces of information can be found on social networks, forums, or other websites. Implementing a regulated scraping policy is essential to ensure compliance with these rules. All our data collected through these processes is carried out based on these principles, to extract only the essentials of this information and respect everyone’s privacy.
It is now essential to harness technology for the use of HR data. The question is how to do this and what its purpose is. Collaborating with business and legal experts is essential for the proper use of Artificial Intelligence. When it respects the legal framework and applies with a responsible ethical policy, these solutions provide many answers for their users. The interest of artificial intelligence must be in the service of its users, as an advisor and analyst.