The insurance sector in France is currently experiencing profound changes. Between geopolitical tensions, climate challenges and technological advances, insurers must constantly reinvent their offers, adjust their activities and skills and redrawing the contours of traditional trades.
With an aging population and a turnover reaching 12.3%, the challenges attracting new talent, transmitting expertise and accelerating the development of skills are becoming strategic priorities to maintain competitiveness. (OEM 2024 figures).
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Plan the evolution of the workforce
The aging of the population in the insurance sector is a major challenge: 18% of employees are over 55. This phenomenon, combined with increasing turnover, poses two crucial problems: transmitting accumulated knowledge and preparing the next generation. Strategic functions such as information systems (21.6% of seniors) or risk management (20.4%) are particularly concerned. The below-average recruitment rate (12.2%) in these areas directly threatens the sustainability of key expertise. (OEM 2024 figures).
Mapping critical skills
Thanks to a detailed analysis of demographic data and job trends, Neobrain identifies skills threatened by retirements. This dynamic mapping helps to prioritize knowledge transfer and to plan the necessary HR actions.
Detecting and supporting high potentials
The platform automatically identifies employees who are able to move on to key positions. By combining their skills, aspirations and performances, Neobrain facilitates the implementation of tailor-made succession plans.
Supporting the evolution of expertise
Artificial intelligence is revolutionizing insurance jobs, especially in customer relationships (+7.2% of employees) and asset management. While some jobs gain in added value, others risk being automated. In a sector where 90.6% of employees already receive annual training (33 hours on average), it is imperative to intensify these efforts to support this technological transition.
Customizing skills development paths
The platform offers training courses adapted to the specific needs of each employee. By quickly filling identified skills gaps, it optimizes training investment while accelerating adaptation to new market requirements.
Support professional redeployments
Faced with the contrasting transformations between declining and growing professions, Neobrain simplifies internal redeployment thanks to increased visibility on business bridges, the valorization of exchanges between business leaders and candidates on the lookout for mobility.
Optimizing resource allocation
Reconciliations are frequent in the sector and often lead to organizational duplications as well as challenges related to the harmonization of information systems. These reorganizations require fine management to maintain corporate culture while effectively allocating resources to strategic businesses.
Visualize all available skills
Our platform accurately maps your organization's skills, identifies strategic duplications and gaps, and facilitates the redeployment of talent to priority jobs while maintaining the social climate.
Mobilizing resources strategically
Neobrain aligns individual aspirations with the strategic needs of the business, making it possible to effectively redeploy your talents to priority areas while strengthening commitment and GEPP.
Recomposition of insurance businesses and AI: the strategic relationship with Sopra Steria Next
Faced with the rise of AI, who can afford not to assess its impacts on skills and jobs? Sopra Steria Next and Neobrain propose a concrete methodology dedicated to Insurance to identify declining businesses and organize redeployment to sustainable businesses.
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How do you move from a simple skills inventory to action?
Our “Skills” solution is not limited to identifying talents: it helps you to master and act concretely on the resources of your teams. Structure custom frameworks, enrich profiles, evaluate at 360 degrees, and obtain accurate analyses to pilot your action plans with the only platform designed to connect skills, careers and performance.
Faced with the profound transformations in the insurance sector, Skills Intelligence allows strategic management of your skills. Our AI maps your key expertise in real time, anticipates the impact of digitalization on your jobs and identifies emerging skills.
You can thus support the trajectories of your talents, secure the transfer of critical knowledge and optimize the allocation of your human resources in the face of new risks and opportunities on the market.
FAQ
What are the main HR challenges in the insurance sector?
The insurance sector faces several HR challenges, including the need for strategic talent planning, adapting to increasing digitalization, and skills management for new emerging jobs. Talent retention and regulatory compliance are also major concerns.
How is artificial intelligence transforming the insurance industry?
AI is revolutionizing the sector by automating repetitive tasks (claims management, underwriting), improving the personalization of services and strengthening fraud detection. It also allows for proactive risk management through predictive analysis. However, it requires employees to improve their skills in order to adapt to these new technologies and fully exploit their potential.
Which insurance jobs are the most impacted by AI?
Jobs related to claims management, customer relationships and risk analysis are particularly affected by automation. Moreover, some jobs, such as those of actuaries or budget analysts, are evolving towards “augmented” functions, where AI amplifies their capabilities. Other jobs could be replaced or reconfigured, requiring rapid adaptation of skills.
What are the opportunities offered by AI for insurance players in France?
Insurance companies can take advantage of AI to improve operational efficiency, develop new products based on data analysis, and provide more personalized customer service. AI also makes it possible to strengthen the detection of fraud and to improve the assessment of claims.
