In this episode of our digital transformation series, polymath Jérémy Lamri—physicist, psychologist, author, speaker, co-founder of Tomorrow Theory, Monkey Tie, and Lab RH, and lecturer in the Human Resources Certificate—explains how to effectively rethink HR processes and functions in the digital era.

An Opportunity to Rethink Your Practices

From automating administrative tasks to chatbots providing instant answers on leave policies and training, AI is revolutionising HR. But its potential extends far beyond! It presents a unique opportunity to refocus on the core of your role: optimising human potential. The only prerequisite? Well-structured processes—such as clearly defined CV evaluation criteria—because digitising flawed practices will only amplify their weaknesses.

Structure Your Methods, Define Your Ethics

AI does not introduce new biases—but it does amplify existing ones. By standardising your recruitment, promotion, and training processes, you can identify and correct these biases. For instance, always requiring a master’s degree for a position may be discriminatory if the skills can be acquired through other means. Beyond compliance with regulations such as GDPR and the AI Act, establish your own ethical framework—your “soft law”—to define commitments on non-discrimination, work-life balance, and more.

Leverage Data to Demonstrate HR’s Value

Sustainable improvement starts with measurement. AI simplifies the collection and analysis of crucial HR data. Track metrics such as the number of applications received, conversion rates, and skills progression post-training. These insights will help overcome a key challenge in HR: proving its value to decision-makers and securing the necessary budget and resources.

Develop Your Skills to Drive Transformation

HR plays a critical role in adapting company policies and practices to technological and societal shifts. This requires mastering the 4Cs: Critical thinking to analyse information, Creativity to innovate, Communication to engage stakeholders, and Collaboration to implement change. Participants in the Executive Master in Human Resources also explore the interconnected dimensions of individuals, organisations, and technology—because the future of HR lies at the intersection of all three.

Become the Entrepreneur of Your Role

This means being proactive, measuring the impact of your initiatives, and knowing how to showcase them. AI-powered data insights are key to this process. The real challenge is not about putting humans “at the centre” but about recognising human capital as a strategic asset. In this evolving landscape, the ability to learn and adapt without relying on predefined tools is crucial. This is precisely where Sciences Po Executive Education programmes come in—to provide the knowledge and strategic thinking needed to navigate an ever-changing environment.

Follow us on Linkedin 

To find more

-Insights, Episode 1 – Organisational agility: 5 essential drivers to support digital transformation

-Insights, Episode 2 – Cybersecurity: five essential tips

-Insights, Episode 3 – Organisational transformation: the four pillars of effective communication

-All our programmes in Transformations and societal challenges

-All our programmes in Management and Strategy