According to a panel at the SHRM Annual Conference and Expo 2023 in Las Vegas, HR leaders are educating themselves about AI, enabling its benefits at work, and empowering all employees on how AI can be implemented throughout their organizations. It is necessary to explain to
Understanding AI will also help HR leaders discuss technology with elected officials as governments at various levels consider legislation to regulate the technology that is becoming pervasive in the workplace and throughout society. .
“You don’t have to be a machine learning engineer,” Megan Smith Branch, deputy leader of the AI Ethics and Safety Team at Booz Allen Hamilton, attends the June 11 conference session “The Road Forward: The Crossroads of Artificial Intelligence.” told the person & workplace policies. Treating AI as a member of the team, Smith-Branch suggested that HR professionals should think about some of their biggest challenges and how AI can help solve them.
The commission acknowledged that some employees fear technology and worry they will lose their jobs because of it.
“We are not going to be slaves to machines. She said AI is a tool that can assist individuals in their work. For example, SAP used technology to create job descriptions. We are also looking at how we can use AI to help educate and develop staff.
However, companies need to be aware of the risks of using AI, Dorch added. For example, the EEOC recently issued guidance that employers should not rely on technology manufacturers’ assurances that they comply with civil rights law. Dortch added that anyone using generative AI should ensure that their products do not violate privacy or copyright laws. Employers should also ensure that employees do not load confidential information into open systems.
For example, according to a report released in April, Samsung employees in South Korea entered confidential company information into ChatGPT on three separate occasions to help them carry out their duties. The employees’ actions came shortly after Samsung lifted its ban on using the technology. The company reportedly reinstated the ban earlier this month.
Concerns about data security and legal risks are preventing the use of the technology, said Joe Anna Revo, vice president of human resources at Lodging Dynamics Hospitality Group, a hospital management company based in Provo, Utah. said. But the idea of using it to create her job descriptions and other materials is appealing, she said.
Similarly, Sarah Prisoner, senior human resources manager at ABS, a Spring, Texas-based company that provides certification services to the marine and marine industries, said safety concerns are discouraging the use of AI. rice field. But she also said more needs to be learned to fully understand the risks and benefits.
Ken Meyer, Principal at KWM HR Consulting LLC, SHRM-SCP, said it is imperative that HR professionals learn more so that they can be advocates for their companies as legislation on AI moves forward. I was.
In April, the U.S. Department of Commerce asked the public for comment on potential liability actions and policies to ensure that AI systems are legal, effective, ethical, safe, and otherwise trustworthy. The agency said it would review the responses and issue a report. He also said four other federal agencies recently pledged to work closely together to prevent discrimination resulting from the use of artificial intelligence and automated decision-making tools in the workplace.
“We need to work with public officials,” said Meyer, who is also president of the New York City SHRM. She points out that New York City has passed a law banning employers from using her AI tools to make hiring and promotion decisions unless the technology is audited for bias by an outside vendor. .
He said the small nonprofit health systems he works with cannot afford such audits and are at a disadvantage as they compete with larger hospital systems for staff.
“We are restricted from using such tools,” Meyer said.
