In the media
a new ethical and digital charter for and by HRA new ethics charter was presented by LabRH and CFE CGC to set the framework for best practices for the use of digital solutions by HR. François Geuze, director of HR Fiablab and HR expert is one of the co-authors. A public consultation has just been launched to collect the contributions of the greatest number.
The initiative was launched by the CFE-CGC, a majority union for executives, and managed in partnership with LabRH, both of whom are concerned about the issue of personal data, in the context of the application of the GDPR next May. .
The purpose of the charter? To act as a guard against or against the possible drifts of digital and AI, such as algorithmic biases (that is, the reproduction, by algorithms, of human biases) that can intervene using the method including deep learning. Discrimination related to gender, social origin or career can be reproduced by the machine during the recruitment process or skills management
One can also cite in the career management component, the overly important role occupied by the professional data of the “past” to determine future missions of a candidate. “The machine allows many practices today but should we all use them? “Questions an expert during the presentation of the charter.
“Make HR great again”, as we read in the preamble, remains in the principle of this charter, which invites HR stakeholders to rethink the uses of digital technology and their impact on employees at the corporate level.
A public consultation has just been launched, to illustrate a new collective intelligence rh. The document is available online, until the end of March, on the Parliament & Citizens platform (https://tinyurl.com/y855ckar) to allow everyone – HR expert, developer, union, elected or simple to enrich this charter. Each contribution will then be voted on
the HR Lab and the CFE-CGC now call anyone who would like (unions to HRD associations) to participate in the final version of the text. Workshops, open to all, will be organized between mid-February and mid-April.
“We are also working on the development of a label that will focus more on ethical algorithms and less the charter itself,” says Jérémy Lamri, Lab RH.
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Our tour de France of candidates for French Tech thematic networks continues in the North. Lille lays out four dossiers: retail, e-health, IoT / smart city and creative and cultural industries. The power of the Lille ecosystem, the northern metropolis could have easily applied in half a dozen categories, within the framework of the call Thematic Networks French Tech. Instead, Lille opted for moderation, focusing on four “only” topics. “Flagship and differentiating themes in which private actors are very present,” says Raouti Chehih, CEO of Euratechnology and leader of the local French Tech.[
The digital is omnipresent. Companies must adapt to technological developments but also new ways of organizing work by transforming their managerial culture. In this context, Deloitte and the Circle of HR Excellence, publish their study “HRD at the heart of the digital turmoil of the company” carried out with a panel of HRD representative of all sectors of activity. This report analyzes the consequences of digitalization on employees, HR, the manager and the appearance of a new function within organizations, the Chief Digital Officer (CDO). [