NEW YORK (AP) — Artificial intelligence is everywhere these days, including in the workplace.
This means training your staff on technology and using it responsibly. This is a difficult challenge, especially as the commercialization of generative AI continues to grow rapidly. Now, some tech companies are stepping up efforts in hopes of filling that need.
Christy Pambianchi, Intel's chief human resources officer, recently spoke about how the semiconductor chip maker is expanding its AI education programming beyond its internal walls, as well as best practices for deploying AI to the workforce from an HR perspective. He spoke to the Associated Press about this. The conversation has been edited for clarity and length.
Q: How have conversations around AI in the workplace evolved since you joined Intel in August 2021?
A: Intel's products are part of an ongoing AI innovation cycle. But this technology is also revolutionizing the world of work, so it's wise to consider both.
I think for about a year now, AI, specifically generative AI, has become a bigger part of the workforce conversation. While the HR community and many large companies have been engaged in ongoing AI efforts over the past few years, the current acceleration is seen in increased adoption rates among those who have experimented with or used generative AI tools. You can.
Q: What steps is Intel taking to educate employees about AI?
A: We are making a significant contribution to the education sector through programs focused on equipping current and future workforce participants with the right skills to use AI technology effectively and responsibly. I'm paying attention.
Our Digital Readiness program works with over 100 public-private partnerships in over 28 countries to deliver AI awareness programs around the world. We're also developing something called “AI for Workforce,” which aims to provide content and job readiness.
Q: Please tell us more about the “AI for Workforce” initiative.
A: Intel has created over 500 hours of free AI content for community colleges across the United States. These content can be added to existing curricula or used to develop new certifications.
For example, the Maricopa County Community College District partnered with us to launch a two-year AI associate degree program. This information can then be brought to the hiring community as valid credentials for hiring talent.
Q: How can the industry break down barriers to accessing this type of technology?
A: Part of what we're trying to do with these programs is lower the barrier to entry into AI. We are committed to creating content and programs that meet people where they are and encourage people to try this technology.
Extending content to community colleges, the primary access point to post-secondary education in the United States, is key to our AI for Workforce program. And 40 percent of schools participating in the initiative are designated as minority-serving institutions.
Q: How can you take advantage of what AI has to offer in the workplace, keeping in mind the safety and ethical concerns surrounding this technology?
A: All technology must be implemented responsibly, and AI is no exception.
Intel has published a set of principles for the responsible use of AI, and similar efforts are being made in the HR community across industries. I think one of the basic assumptions that we have to stick to is that people are at the center. AI and Generation AI can augment work, but humans should still be the decision makers.
The first step is to be transparent with your employees and involve them in the process. It’s important to solicit ideas from your employee base about how AI can deliver greater results at work, and leverage that voice while applying this technology to advance your company’s broader goals.
