This audio is automatically generated. Please let us know if you have any feedback.
Of the six in 10 managers using artificial intelligence tools in the workplace, almost all 94% use them to decide on their in-person reports, according to a June 30 report from resume builders.
When making personnel decisions, managers use AI to determine pay raises (78%), promotions (77%), layoffs (66%), and endings (64%). More than seven in ten leaders who said it would help them manage their teams using AI, expressed confidence in their skills to make fair and impartial decisions about their employees.
However, only 32% of people using AI said they had ethically received formal training on how to do this, and 43% said they received informal guidance. About a quarter said they were not trained.
Of managers looking at AI, 46% said they were told to evaluate whether AI could directly replace the location of the report. Of these, 57% decided that AI could replace the position, and 43% decided to replace the human position with the AI.
“It's essential not to lose “people” in managing people. AI can support data-driven insights, but it lacks context, empathy and judgment,” said Stacie Haller, Chief Career Advisor at Resume Builder.
“The AI results reflect the data given and are flawed, biased and manipulated,” Haller said. “Organisations have a responsibility to ethically implement AI to avoid legal liability, protect culture and maintain trust among employees.”
In a survey of more than 1,300 US managers, including direct reports, more than one in five said using AI would allow AI to make final decisions frequently without human input. Still, almost all managers said they were willing to intervene if they disagree with AI-based recommendations.
People who integrate AI in the workplace say they use it in training materials (97%), employee development plans (94%), performance assessments (91%), and performance improvement plans (88%).
Depending on how AI models are trained and previous human decisions, using AI for employment decisions could introduce bias into the algorithm. At the same time, AI tools may support diversity, equity, and inclusion efforts when objectively analyzing the hiring of managers to find patterns of elimination or promotion.
For example, GoDaddy uses promotional flags to identify potential eligible employees to be reviewed for promotion considerations, said Vice Presidents of Diversity, Inclusion and Nolning. Instead of relying on subjective data, HR Pro can reduce bias through a structured process.
