Sopra HR is constantly increasing its expertise and encouraging innovation that includes input from its customers to anticipate, build and deploy HR solutions of tomorrow.

RPA RPA and Artificial Intelligence

Different types of robots can now be found in the back offices of management applications, in addition to the chatbots used in the front office. These robots incorporate artificial intelligence within the information systems and help to automate routine administrative tasks.

HR professionals can use intelligent chatbots to increase efficiency and the quality of service, while still maintaining final approval and the possibility of handling specific points by themselves. This is Enhanced HR and is based on 2 types of intelligence:

  • RPA (Robotic Process Automation), based on tasks programmed by people
  • Artificial intelligence (AI), enabling information systems to incorporate Machine Learning, and learn from previous cases and take advantage of Big Data.

The HRIS of tomorrow will:

  • Fully automate management of cyclical, structured and time-consuming processes
  • Provide assistance to users by instantly analyzing databases provided by and maintained by HR professionals.
  • Implement seamless processes between the automated procedures offered, assistance to users, intelligent use of data and databases

Cybersecurity and data protection Cybersecurity and data protection

Digital transformation increases risks by opening up the information systems that used to be reserved for companies only and by creating complex hybrid architectures. Risk factors are changing. Data is everywhere. In the cloud, wireless, social, professional local networks. Applications, services, connected objects services....All these attract attention and are exposed to cyber threats.

HR departments must be in compliance with the General regulation on Data Protection which will be in effect on May 23, 2018 and which aims to standardize the rules for data protection in the European Union. This includes the management, storage and transfer of employees’ personal data in the EU.

Thus, the HRIS of tomorrow will have to apply cyber security resources and policies to all phases of security, from identifying the risks to surveillance operations.

Big DataOptimizing the use of Big Data

How do you locate and refine the proper data and extract the Smart Data without getting lost in the pool of Big Data?

The Marketing and Sales departments in companies were the first to take advantage of the opportunities offered by Big Data and the new analytical tools. This allowed them to get to know their customers better and thus optimize their strategies.

HR also now has the opportunity to be transformed and geared more to data analysis by using these huge amounts of data and new analytical tools, such as predictive analysis, while at the same time maintaining the aspects of a function that is traditionally people-oriented.