La privacy rallenta l’uso dell’Ai tra i capi del personale

While artificial intelligence (AI) shows significant potential for managing personnel data, including skills management, employee onboarding, and salary transparency, its usage is hindered by privacy concerns and stringent regulatory guidelines. The EU's AI Act classifies AI systems applied in recruitment and curriculum screening as high-risk activities, imposing strict requirements on transparency, traceability, and human supervision.

Consequently, only 21% of managers have already implemented AI solutions, with just 5% having operational solutions in place. The remaining 33% are in exploration phase, and 25% are developing pilot projects.

The most critical area for AI implementation is skills management, with 65% of HR managers reporting inadequate updated and structured skill inventories. Only 17% of managers have a dedicated plan for skill development and reskilling. The challenge lies in ensuring the reliability of AI-generated insights, as AI agents require accurate, clean, secure, and systematic data that complies with privacy regulations.

Most companies lack the fragmented and incomplete data necessary for successful AI implementation in human resources.

Despite AI's potential to automate onboarding and provide personalized guidance to new employees, many companies still rely on basic tools for knowledge support. AI's true potential lies in processing data to automatically deliver tasks in the correct order and time, considering the employee's role, seniority, and organizational context.

However, this requires up-to-date, continuously collected, and systematically organized data, which is often lacking. The onboarding process in many organizations remains routine and does not consider role, seniority, or organizational context, with personalization limited to an average score of 2.35 out of 5, with 62% of respondents positioning themselves at the lower end of the scale.

Regarding salary transparency, EU regulations have forced companies to reveal previously hidden information, presenting an opportunity for AI to enable a more open approach. However, the sensitive nature of salary data poses a challenge, as it may be risky to entrust AI management without clear and stringent controls. Only 50% of managers consider policy, process, and system adaptation as their top priority, while 42% worry about managing employee expectations.

The quality and privacy of internal data must be addressed before any external AI application, as the quality of AI-generated insights is dependent on the reliability of the data it processes.