Utilisation de l'intelligence artificielle dans les processus de ressources humaines. Qu'en est-il de la protection des données et des biais.

Abstract

This thesis addresses the impact of the use of artificial intelligence in human resources processes and, more specifically, the impact of the use of this technology on data protection and the possible biases that may result. The first part of this work, the theoretical part, consists of a presentation of the literature on this subject, divided into three parts: the use of artificial intelligence in human resources, data protection and ethics, and finally biases. From a legal point of view, several pieces of legislation are discussed: the General Data Protection Regulation, the AI Act and the anti-discrimination laws. The second part of this work consists of an empirical analysis of the subject through eleven semi-directive interviews with consultants, coaches and lawyers specializing in the use of artificial intelligence in human resources. These interviews were conducted with the aim of understanding the practices in place, the questions asked by companies on this subject and, above all, to gather the respondents' opinions on the impact of artificial intelligence on data protection and the biases and practices that, in their view, should be put in place to minimize the risks associated with it. The study concludes that companies are clearly keen to move towards greater use of artificial intelligence. Although advanced forms of AI, such as personalized solutions, are mainly reserved for large companies, small businesses are also beginning to adopt it, but in a standardized way, with tools such as ChatGPT. The main point made by the speakers was that artificial intelligence is used to enhance human capabilities, not to replace them. They also emphasized the need to train staff for this change.