AI-Powered Business Control

Hello, I'm Joan Balaña, Sales Director at Factorial from the Partners ecosystem, and I’m here to talk about intelligence artificial intelligence applied to human resources.

My name is Pau Garcia-Milà. I am the CEO and co-founder of Founderz,and I have three children.

And I'm more concerned about the human resources for the next generation than for myself.

Hi, Pau and Joan!On the Deck works like this: first, you’ll answer a question without to find out what your partner will say, and then you'll have the chance to exchange ideas and explore your answers in greater depth.

Let's get started!Question 3: How do you really know what's going on in your How can AI help your business?

A) You listen to your team.B) You look at it from the outside.

C) Predict who will leave.Or D, the wild card. You get to guess who's leaving.

C.B, you're looking in from the outside.I was missing a D, which stood for "you don't know." I mean, but you think you know, right?

Yes, the biggest problem with AI is precisely how quickly it changes.

So, with a team of five people, you might find yourselves asking every day: Hey,Did you guys see what came out yesterday?

I'm already using this. Not me—what for?When there are 100 of you, it's already difficult.

With 1,700 users, there are people on Factorial who are already using features that were released yesterday,that their boss doesn't know they've left.

But of course, it's awful.What's the right answer here?

Sure, that would be at the company level or at a later stage,within the company, as subdivisions or something like that distinction in order to have Yes.

With more control, in a way, or more And control is really what you want, because there is a legal recourse and an efficient response.

How do you know what's going on in your company thanks to AI?

Sure, let's see—you listen to your team, observe from the outside, and learn who If you're leaving, I'll buy everything from you.

But legally, the only way to really see what's going on Thanks to AI, it would be like listening in or watching from the outside.

In other words, what I voted for, what it is, given what's happening based on anonymized data.

The moment you start trying to predict who will date AI,It means you're looking at things you shouldn't be looking at.

From a legal standpoint, the European Union’s new AI Act,It's as if every time it's about to take effect, a moratorium suddenly pops up and another year has gone by, but it’s still there, just waiting to resurface.

He makes that very clear.Sentiment analysis: illegal, pattern analysis So, in the end, it comes down to predicting who's leaving.

Sure, what would those predictive metrics be?Sure, it's dangerous. Internal communication channels or something like that?

Sure, it's dangerous.Well, if someone says to you, “All I did was look…” the conversations that person had with the AI, and I saw that they were "looking for another job." And you say, "Oh." Okay.

It's illegal. And you say, "Oh, I didn't know that." And if we consider how this might affect the way press releases are issued internally, or perhaps engage a little with the various dynamics at play,Legally speaking, where would that leave us?

Is it gray? Is it clearly?To be honest, I'm going to sound even more like an AI now, but my gut feeling and based on what I know regarding the upcoming regulations, anything that involves predicting Behaviors is an area we don't want to get into, and where I believe to the people in the company or on the teams They'd like to hear that we're not going in.

And really, do you think it takes much to predict that?

In other words, do we have to get to the point where we're dependent?

If it's 5, maybe not. If it's 500, how did you know?

But of course, this brings me back to what we were talking about earlier regarding middle managers.

To me, his role is precisely to listen and the ability to predict that, but with those one-on-one sessions,the follow-up you have with the team.

In my opinion, AI doesn't really need to be involved that much there.

And that prediction comes more from listening to or truly understanding who who you have or who you work with.

Pau and Joan, thank you so much for sharing your experiences—they really help us to better understand the changes that AI is bringing to human resources.

The debate is over.It's a pleasure, it's a pleasure.

I always learn something from you.