Far from replacing the human element, AI appears as a complementary tool, expanding talent management capacity and enabling higher levels of efficiency, personalisation and early and sustained decision-making to be achieved.

In the recruitment and selection of workers, intelligent platforms are already capable of analysing thousands of CVs in a matter of seconds, identifying patterns of skills and predicting the suitability of candidates to the culture and needs of the organisation. They also help to reduce unconscious biases, promoting fairer, more inclusive and more agile selection processes.

When it comes to developing talent, AI enables the creation of personalised training plans aligned with the needs and career goals of each employee. On the basis of performance data and individual preferences, AI recommends training content, internal mobility opportunities and new professional challenges, strengthening the employee's sense of fulfilment. engagement and talent retention.

Predictive analysis is another fast-growing area. Through it, AI anticipates trends such as turnover risks, satisfaction levels and future employee performance. These insights enable more informed and strategic decisions, allowing companies to act proactively in people management.

However, the growing use of AI has brought with it new legal and ethical requirements. In fact, the Decent Work Agenda, implemented in 2023, reinforced the need for transparency and information regarding the use of algorithms and automated systems. Organisations now have a duty to inform not only employees, but also works councils and trade union representatives about the use of these technologies, especially when they influence hiring, promotion or dismissal decisions.

In addition to national legislation, the European Union's new Artificial Intelligence Regulation classifies many systems used in labour relations as high risk, which implies additional obligations to monitor, assess and mitigate risks in order to avoid prejudice or discriminatory decision-making.

In this context, it is essential for organisations to adopt rigorous practices for validating and monitoring AI systems, promoting a culture of ethics and transparency. This is the only way to guarantee that technology makes a positive contribution to people management, respecting workers' rights and avoiding legal and reputational risks.

Artificial Intelligence is a reality and is redefining the role of Human Resources, not as a substitute, but as an enabler. Preparing for these challenges is fundamental to the sustainable success of organisations in the digital age.
 
Raquel Andrade, Director, SHL Portugal
Rita Rocha, Associate, VdA

Published in Human Magazine on 22/7/2025