{"id":2578,"date":"2021-05-24T11:52:49","date_gmt":"2021-05-24T15:52:49","guid":{"rendered":"http:\/\/cccsq.ca\/?p=2578"},"modified":"2021-05-24T12:24:43","modified_gmt":"2021-05-24T16:24:43","slug":"la-pandemie-accelere-ladoption-de-lia-comment-gerer-la-penurie-de-talents","status":"publish","type":"post","link":"https:\/\/cccsq.ca\/en\/la-pandemie-accelere-ladoption-de-lia-comment-gerer-la-penurie-de-talents\/","title":{"rendered":"La pand\u00e9mie acc\u00e9l\u00e8re l\u2019adoption de l\u2019IA : comment g\u00e9rer la p\u00e9nurie de talents?"},"content":{"rendered":"\n
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Texte par Emmanuelle Blons<\/strong>, Associate Vice President @ Infosys, auteure & conf\u00e9renci\u00e8re “Les transformations majeures sont humaines, culturelles et soci\u00e9tales avant d\u2019\u00eatre technologiques”<\/p>\n\n\n\n

Article paru dans Forbes<\/a>, le 8 d\u00e9cembre 2020<\/em><\/p>\n<\/div><\/div>\n\n\n\n

Dans les mois \u00e0 venir, alors que les effets de la pand\u00e9mie Covid-19 se r\u00e9percuteront sur les \u00e9conomies, la plupart des entreprises du monde chercheront des moyens de r\u00e9duire les co\u00fbts, de conserver les liquidit\u00e9s et de tirer le meilleur parti des investissements. Nombre d\u2019entre elles examineront en priorit\u00e9 leurs investissements technologiques afin de mieux comprendre leur potentielle valeur ajout\u00e9e. Parmi les technologies num\u00e9riques susceptibles de faire l\u2019objet de cet examen, on peut s\u2019attendre \u00e0 un nombre croissant d\u2019investissements dans l\u2018IA<\/a> et l\u2019apprentissage machine (AI\/ML).<\/pre>\n\n\n\n
La transformation soudaine de nos modes d\u2019interaction entre coll\u00e8gues et avec nos clients a accru l\u2019importance strat\u00e9gique de l\u2019IA. En outre, la num\u00e9risation s\u2019acc\u00e9l\u00e8re, et nous g\u00e9n\u00e9rons plus de donn\u00e9es que jamais \u2013 et avec plus de donn\u00e9es, les outils IA deviennent encore plus performants.<\/p>\n\n\n\n
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Le probl\u00e8me est que \u2026<\/strong><\/h3>\n\n\n\n
Dans le domaine de l\u2019intelligence artificielle et particuli\u00e8rement la branche du Deep Learning, les talents sont rares et les salaires \u00e9lev\u00e9s ! Une inflation qui s\u2019explique par le nombre limit\u00e9 de talents<\/a> et la concurrence f\u00e9roce que se livrent acteurs de l\u2019industrie automobile et g\u00e9ants du num\u00e9rique. Pour devenir leader en mati\u00e8re d\u2019IA, les entreprises ont besoin avant tout de personnels comp\u00e9tents. Et pas seulement de doctorants et scientifiques, mais aussi d\u2019informaticiens, de codeurs, de data scientist\u2026 Des profils qui manquent cruellement en Europe. Il devient urgent de se pencher sur la strat\u00e9gie de recrutement pour ces profils bien sp\u00e9cifiques. Voici quelques pistes\u2026<\/p>\n\n\n\n
Deux strat\u00e9gies pour acqu\u00e9rir des talents IA :<\/strong><\/h3>\n\n\n\n
La fa\u00e7on indirecte :<\/strong> les chercheurs en IA des meilleures universit\u00e9s sont d\u00e9j\u00e0 courtis\u00e9s par les g\u00e9ants du web et les GAFAM (1) , la bataille est pratiquement perdue d\u2019avance. La solution est donc de b\u00e9n\u00e9ficier de leurs travaux de recherche au travers des plateformes de cloud et des API (2) de machine learning correspondants, que Google, AWS, Microsoft, IBM, etc. tiennent \u00e0 la disposition du public.  Reste \u00e0 adapter ces travaux aux besoins sp\u00e9cifiques de votre organisation et \u00e0 en assurer la transparence (\u00eatre capable de comprendre ce qu\u2019il y a dans le \u2018moteur\u2019)<\/p>\n\n\n\n
La fa\u00e7on directe :<\/strong> si vous voulez embaucher vos propres chercheurs en IA, il y a cinq principes \u00e0 garder en t\u00eate :<\/p>\n\n\n\n
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Source : Freepik.com<\/a><\/figcaption><\/figure><\/div>\n\n\n\n
1. Chassez dans les \u00ab territoires vierges \u00bb<\/strong><\/h4>\n\n\n\n
Sortez des sentiers battus et \u00e9loignez-vous des meilleurs universit\u00e9s (celles pour lesquelles la concurrence est rude) \u2026 Etudiez le march\u00e9 des talents en IA en vous r\u00e9f\u00e9rent aux conf\u00e9rences, aux articles publi\u00e9s, aux r\u00e9seaux sociaux\u2026<\/p>\n\n\n\n
2. Promouvez la diversit\u00e9<\/strong><\/h4>\n\n\n\n
Travaillez \u00e0 une construction \u00e9galitaire de l\u2019avenir en formant une \u00e9quipe constitu\u00e9e d\u2019autant de femmes que d\u2019hommes. Cette diversit\u00e9 deviendra un facteur important pour attirer des talents suppl\u00e9mentaires.<\/p>\n\n\n\n
3. Soyez le chantre de la flexibilit\u00e9<\/strong><\/h4>\n\n\n\n
Proposer des plans de carri\u00e8re flexible est un bon moyen de se d\u00e9marquer et peut faire la diff\u00e9rence pour attirer des talents de l\u2019IA. En effet, nombre de chercheurs sont attir\u00e9s par des carri\u00e8res entrepreneuriales (l\u2019enseignant au poste unique n\u2019est plus une aspiration de cette population). L\u2019entrepreneuriat est donc une carte \u00e0 jouer pour les s\u00e9duire : leur permettre de conserver des postes \u00e0 temps-partiels, ou s\u2019associer \u00e0 un laboratoire universitaire.<\/p>\n\n\n\n
4. Oubliez les comp\u00e9tences et recrutez des personnalit\u00e9s et capacit\u00e9s d\u2019apprentissage<\/strong><\/h4>\n\n\n\n
En un mot, recrutez des \u00ab Potentiels \u00bb, des candidats ayant la capacit\u00e9 de s\u2019adapter et se d\u00e9velopper dans un environnement de plus en plus complexe. Cinq qualit\u00e9s sont des indicateurs fiables pour d\u00e9tecter ses \u00ab Potentiels \u00bb : motivation, curiosit\u00e9, perspicacit\u00e9, engagement et d\u00e9termination. Les talents d\u2019aujourd\u2019hui ne seront pas ceux de demain, et les comp\u00e9tences actuelles ne seront certainement pas celles dont nous aurons besoin demain. La question n\u2019est donc pas de savoir si votre Talent a les comp\u00e9tences requises, mais s\u2019il est capable d\u2019en acqu\u00e9rir de nouvelles.<\/p>\n\n\n\n
5. Construisez une \u00e9quipe \u00ab Holistique \u00bb<\/strong><\/h4>\n\n\n\n
Ne dirigez pas tous vos efforts sur le recrutement du \u2018data scientist\u2019 ou de l\u2019expert en deep learning, mais ayez \u00e0 c\u0153ur de cr\u00e9er un \u2019tout\u2019, une \u00e9quipe holistique qui s\u2019enrichira mutuellement. Pensez \u00e0 l\u2019 \u00ab excellence \u00bb \u00e9motionnelle qui devient la clef du dispositif RH.<\/p>\n\n\n\n
Psychologues, linguistes, philosophes, experts en communication et autres professionnels des \u2018soft skills\u2019 devront aussi compl\u00e9ter les \u00e9quipes afin de garantir la mise en place d\u2019une relation de confiance solide et une communication efficace.<\/p>\n\n\n\n
Biographie<\/strong><\/h2>\n\n\n\n
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Cr\u00e9dit photo : Scott Graham
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Emmanuelle Blons est Vice – Pr\u00e9sidente Associ\u00e9e chez Infosys. Depuis plus de 20 ans, elle intervient en Conseil en Strat\u00e9gie et Management sur des sujets de transformation vers de nouveaux mod\u00e8les d\u2019op\u00e9rations (digital, IA). Sp\u00e9cialiste RH, elle cible particuli\u00e8rement l\u2019aspect humain des transformations, convaincue que les transformations majeures sont humaines, culturelle et soci\u00e9tales avant d\u2019\u00eatre technologiques.<\/p>\n\n\n\n
Elle a publi\u00e9 \u00ab l\u2019Entreprise disrupt\u00e9e, les d\u00e9fis de l\u2019IA pour les RH \u00bb (Dunod 2019). <\/p>\n\n\n\n
Elle est membre de \u00ab Women in AI \u00bb, de \u00ab Hub France IA \u00bb, de \u00ab AI Alliance Consultation – Futurium \u00bb \u00e0 la Commission europ\u00e9enne.<\/p>\n<\/div><\/div>\n<\/div><\/section>\n\n\n\n
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(1) Google, Apple, Facebook, Amazon et Microsoft\u00a0
(2) Application Programming Interface \u2013 Interface de Programmation Applicative
Fond photo cr\u00e9\u00e9 par fanjianhua \u2013 fr.freepik.com<\/a><\/p>\n\n\n","protected":false},"excerpt":{"rendered":"
La transformation soudaine de nos modes d\u2019interaction entre coll\u00e8gues et avec nos clients a accru l\u2019importance strat\u00e9gique de l\u2019IA. 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