The study “Panorama IA & SIRH Edition 2025" published by the firm ConvictionsRH reveals a fundamental trend: artificial intelligence is now integrated into the majority of HRIS solutions. This integration is profoundly transforming the way businesses manage their talents and skills.
The current state of AI in HRIS: massive but unequal adoption
According to this HR Convictions report, in which 40 editors were questioned about their understanding of technology, the integration of AI into HRIS is now a reality for a large majority of actors. However, this adoption remains uneven across HR domains.
The study reveals that more than 70% of publishers use commercially available AIs, while 60% have developed their own technology. This massive adoption is explained by the concrete benefits observed: increased HR productivity, reduction of administrative costs and improved employee engagement.
What is particularly interesting is that 93% of publishers plan to integrate new use cases by the end of 2025, confirming that we are at the beginning of a profound transformation of HRIS through artificial intelligence. If you want to have access to even more statistics on the adoption of AI in business, our Article on 20 AI statistics for HR teams will provide you with essential additional data.
The HR areas most transformed by AI
The study reveals that some HR fields are more advanced than others in integrating AI. Let's analyze the main areas where AI is having a significant impact.
Training and skills development: priority for HR teams
Contrary to what one might think, training and skills development constitute, with 78% according to the ConvictionsRH study, the first case of use of AI in HRIS.
In particular, AI makes it possible to recommend training courses adapted to the current skills and professional aspirations of employees, to analyze skills gaps and to create personalized development paths. These features are a perfect match for our vision at NEOBRAIN : Use AI to reveal unexpressed skills and break out of traditional career paths.
The Talent Marketplace: a fertile ground for AI
The autonomy of employees in building their career path, a field in which NEOBRAIN is recognized as an expert, is also among the HR functions where AI is highly integrated. According to ConvictionsRH, 87% of publishers who offer a Talent Marketplace use AI, with an impact described as significant for more than a third of them.
Management and Business Intelligence: AI at the service of decision making
The field of control/BI is also strongly impacted by AI. According to the ConvictionsRH report, predictive analysis of HR indicators and the identification of trends based on historical data are among the main use cases.
This evolution is in line with our approach to Workforce Intelligence, which allows organizations to use their HR data to make informed strategic decisions.
Other HR areas transformed by AI
The ConvictionsRH SIRH Overview also mentions other areas such as Time and Activity Management (GTA), where AI is used primarily for schedule management and compliance alerts. Although this is not the core business of NEOBRAIN, these developments reflect the global transformation of HRIS through artificial intelligence.
Comparison of priorities: ConvictionsRH vs NEOBRAIN
It is interesting to compare the results of the ConvictionsRH study with those of our own analysis on AI use cases for HR teams.
Our 2 studies conducted a few months apart reveal similarities but also some differences:
Similarities in results
The fields of recruitment and career management through the talent marketplace are, historically, the areas for which AI contributes the most to matching opportunities. They find themselves in pole position both in priority processes for HR and in the investments of publishers in AI.
Main differences
The HR directors surveyed by Neobrain emphasized the wishes of personalizing learning paths and additional inputs in performance management (interviews, people reviews and succession planning), which is less obvious from our partner's figures. The latter highlights more The dimensions of management/business intelligence and administrative management, which were less valued by our interlocutors.
These differences are explained by the study methodologies and panels interviewed, but confirm that AI is transforming all HR process, with priorities that may vary between organizations.
The challenges of integrating AI into HRIS
How to ensure the ethical use of AI in HRIS?
An ethical use of AI in HRIS is based on 4 pillars:
- The transparency of the algorithms (explain how decisions are made),
- The protection of personal data (RGPD compliance)
- The fight against biases (regular testing and diversity of training data).
- A clear governance framework supported by The AI Act is also essential
Despite these advances, the study identifies several obstacles to the adoption of AI in HRIS. These barriers are primarily ethical and regulatory, rather than technological. La protection of personal data, The risks of algorithmic bias and budgetary constraints are the main challenges. Added to this is the lack of a clear strategy and the resistance to change within teams. These challenges are similar to those we identified in our article on obstacles and key success factors in deploying HR AI. To overcome them, a rigorous methodological approach is essential.
How HRIS are integrating AI: technologies and approaches
What are the most used AM technologies by HRIS editors?
The main AI technologies used by publishers are:
- Major Language Models (LLM) like GPT-4 from OpenAI, Claude from Anthropic, or Gemini from Google
- Specialized AI solutions like Azure AI Document Intelligence for extracting data from documents
- Conversational AI platforms for HR virtual agents and chatbots
These technologies are being deployed in a variety of approaches, with a growing trend towards hybrid solutions that combine market AI and proprietary developments. This diversity of approaches reflects the complexity of the field and the need to adapt solutions to the specific needs of HR functions.
At NEOBRAIN, we have chosen to develop our own AI specialized in skills analysis, while enriching it with external data to ensure its relevance and constant updating.
Methodology for integrating AI into HRIS
1. Assessment of needs and definition of objectives
The first step is to identify the HR processes that would benefit the most from AI. This assessment should not be done in the abstract, but based on the concrete problems encountered by HR teams and employees. The involvement of end users from this phase, it not only makes it possible to identify real needs, but also to promote the future adoption of solutions.
The aim is not to integrate AI for AI, but to solve concrete problems and to provide measurable added value. This needs-based approach makes it possible to avoid the pitfalls of technological projects that are disconnected from the realities on the ground.
2. Selection of suitable solutions
Once the needs have been identified, the most suitable AI solutions must be selected. This selection should take into account:
- Compatibility with existing systems
- Ease of integration and use
- Compliance with regulatory requirements
- The total cost of ownership
- The scalability of the solution
- The technological maturity of the supplier
The ideal solution is not necessarily the most technically advanced, but the one that best meets the specific needs of the organization while integrating harmoniously into the existing ecosystem.
3. Phased implementation
Integrating AI into HRIS Benefits from being progressive, starting with pilot projects before deploying on a larger scale. This iterative approach allows limit risks and to adjust the solution based on feedback.
Pilot projects should be chosen carefully: significant enough to demonstrate the value of AI, but sufficiently circumscribed to be completed quickly. This phase is an opportunity to collect valuable data on the real use of the solution, the benefits observed and the difficulties encountered.
The scale-up itself must be planned carefully, taking into account the specificities of each user population and the adaptations required for different contexts of use.
4. User training and support
Successful AI integration depends largely on user adoption. A training and support plan is therefore essential to guarantee this adoption. This plan should include:
- Training sessions adapted to different user profiles
- Accessible and contextualized educational materials
- A network of ambassadors or referents for local support
- Dedicated communication channels for questions and feedback
- Regular sessions to share experiences and best practices
- Transparent communication on how AI works
Support must continue beyond the initial deployment phase to ensure sustainable adoption and optimal use of the solution.
5. Measuring results and continuous improvement
Finally, it is crucial to measure the results obtained and to adjust the solution accordingly. This measurement should focus on quantitative indicators (time savings, reduction of errors, etc.) but also qualitative indicators (user satisfaction, quality of decisions, etc.).
Regular collection of feedback makes it possible to identify areas for improvement and to feed a cycle of continuous improvement. Rapid technological developments in the field of AI make this approach all the more important: new possibilities are constantly emerging, which can be integrated to enrich the solution.
The future of AI in HRIS: trends and perspectives
Towards a more ethical and transparent AI
Faced with ethical and regulatory concerns, SIRH editors are developing more transparent and responsible approaches to AI. The explainability of algorithms, the detection and correction of biases, and strengthened data governance are becoming priorities. This evolution is essential to ensure the acceptability and compliance of HR AI solutions.
Generative AI at the service of HR
The emergence of generative AI opens up new perspectives for HRIS, especially in automated creation of HR content and the extensive personalization of training courses. These generative capabilities are transforming the way HR teams communicate and interact with employees, as illustrated by AI HR agents.
Towards deeper integration into business processes
The future of HRIS requires a deeper integration of AI into business processes, allowing end-to-end automation and real-time personalization of the employee experience. This integration will allow organizations to take full advantage of the potential of AI to transform their talent management.
Where do you start to integrate AI into your HRIS?
Start by identifying a specific HR process with high impact and low complexity (such as pre-selecting resumes or answering frequently asked questions from employees). Set clear goals, involve users from the start, and take a gradual approach with a pilot project before wider deployment.
Conclusion: AI as a catalyst for the reinvention of HR
The “Panorama IA & SIRH Edition 2025" study confirms what we are observing at NEOBRAIN: AI is profoundly transforming HR information systems, moving from being an emerging technology to being a core element of modern HR solutions.
As pointed out Josh Bersin in his recent article “The End of HR As We Know It?” , we are witnessing not a simple transformation, but a real reinvention of the HR function. According to him,”AI can probably do 50 to 75% of the work we do in HR.“
At NEOBRAIN, we are convinced that the future belongs to organizations that will be able to take advantage of this increased intelligence to place skills at the heart of their HR strategy. In a world where 85% of jobs will be disrupted by 2030, AI in HRIS is not an option, but a strategic necessity. As Bersin concludes, “don't wait for a supplier to 'invent' a tool that changes how you work in HR. You should do it yourself first.”
