AI adoption among HR functions is following a similar trajectory across markets. In France, 28% of HR directors already use AI daily in 2025, up from just 9% a year earlier — adoption has tripled in a single year. Yet in most organizations, AI is still bolted on reactively: a tool gets deployed, processes get adjusted around it, and training comes later.
AI adoption among HR functions is following a similar trajectory across markets. In France, 28% of HR directors already use AI daily in 2025, up from just 9% a year earlier — adoption has tripled in a single year. Yet in most organizations, AI is still bolted on reactively: a tool gets deployed, processes get adjusted around it, and training comes later.
When we say that a solution is no-code, what does that actually mean? How do these types of tools work? Why does SIGMA-HR use this model, and with what benefits? Insights from an HRIS implementation expert.
SIGMA-HR enabled Élections Montréal to manage 30,000 applications, recruit, train, and assign more than 12,000 election workers across 600 polling locations—all by centralizing the entire electoral workforce cycle within a single platform. Charles-André Goulet, Election Secretary for Élections Montréal, shares his perspective.
Data is everywhere inside organizations — from marketing to financial analysis to customer intelligence. HR data is also widely available, but it stays underused. What HR data should you collect? How do you use it, and to what end? That is the whole point of people analytics: using relevant data to run a stronger HR strategy. Here is the walk-through.
Optimizing talent management is a major challenge for every organization. An HRIS (Human Resources Information System) can be a valuable ally. It helps attract, retain, and develop human capital while supporting business strategy. From performance tracking to anticipating future skill needs, here is how an HRIS can transform your talent management.
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