Résumés
Résumé
La recherche en gestion stratégique des ressources humaines (GRH) s’est traditionnellement concentrée sur le contenu, soit sur les pratiques mises en place au sein des organisations. Cette perspective domine également les travaux récents sur l’intelligence artificielle (IA), principalement axés sur la transformation des tâches et des activités. Toutefois, une approche émergente met l’accent sur le processus, offrant une meilleure compréhension de la structuration des systèmes RH et des signaux transmis aux personnes en emploi. Dans cette logique, cet article propose un modèle conceptuel montrant comment les paramètres d’une IA responsable — fiabilité, sécurité et confiance — influencent les dimensions du processus RH — distinctivité, cohérence et consensus — et façonnent les signaux perçus en matière d’équité. L’étude contribue ainsi à la littérature et propose des recommandations pour orienter les recherches futures.
Mots-clés :
- Intelligence artificielle responsable,
- Gestion des Ressources humaines,
- Processus RH fort,
- Équité algorithmique
Abstract
Research in strategic human resource management (HRM) has traditionally focused on content, namely the practices implemented within organizations. This perspective also dominates recent studies on artificial intelligence (AI), which has primarily examined the transformation of tasks and activities. However, an emerging approach emphasizes the importance of process, offering a more nuanced understanding of the structuring of HR systems and the signals they convey to employees. Building on this processual perspective, this article proposes a conceptual model demonstrating how the parameters of responsible AI — reliability, safety, and trust — shape the dimensions of HR processes — distinctiveness, consistency, and consensus — and, in tur, influence the signals perceived in terms of equity. The study thus contributes to the literature and puts forward recommendations to guide future research.
Keywords:
- Responsible Artificial Intelligence,
- Human Resource Management,
- Robust HR Processes,
- Algorithmic Fairness
Parties annexes
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