Since its integration into business operations, generative AI, a type of AI that can create new content, has significantly enhanced the efficiency of businesses across all levels. In HR, it has empowered staff to craft more impactful training materials and modules, expedited reports on workplace performance, and created innovative job descriptions and onboarding programs for new job openings, instilling a sense of optimism about its potential.
However, despite these many benefits, there is a growing discourse in the sector and in mainstream media regarding the ethicality of using AI. Some fear the technology can make its users vulnerable to attacks since it may use company or employee information without consent. AI, being a developing technology, is not without its flaws. The lack of regulation also causes many to question the use of AI in key business departments, like HR, and underscores the potential risks that must be carefully considered.
These arguments have gotten governments to consider regulations to ensure that AI is monitored. But, should the government monitor the use of AI in business, such as in HR departments?
Lack of Regulatory Frameworks
The first topic raised regarding AI’s presence in business is the lack of regulatory frameworks covering each AI system used.
At least three different AI systems are used in business: low-risk, high-risk, and unacceptable. Low-risk apps are AI systems that have transparency modules ingrained in them. High-risk apps can cause physical harm or violate a person’s fundamental rights if they malfunction or are not regulated. Finally, unacceptable risks are apps that threaten safety and human rights, which is why they should be regulated.
While low-risk apps come with some form of transparency module that informs users of their use, the other two require some form of regulatory framework to protect both the business and the employees who will be subject to them.
Unfortunately, since governments are still very slow in creating these frameworks, there is a high risk that these AI apps will be misused or incorrectly used. Businesses planning to use them must take the initiative to create these frameworks themselves to protect their interests and employees. However, the ultimate security and accountability can only be achieved through government intervention, ensuring businesses have safeguards to protect their employees using AI and make them transparent about their use.
Threat To Human Safety
Arguments for the government’s monitoring of AI usage in HR also highlight AI’s threat to human safety. Aside from the risks involving specific AI systems, there is the potential of AI to threaten human safety in the form of haphazardly using employees’ data for other uses. If these data fall into the wrong hands, it can open issues such as identity theft and biases. With government monitoring, these issues will be prevented, and businesses will be held accountable. They will also force firms to have safeguards to protect their employees while using AI and make them transparent about their use.
Data Storage And Use
Government monitoring is also crucial regarding how businesses manage and use AI data. With a set standard and regular government monitoring, data will be kept up-to-date and protected in secure locations, so employee privacy and security are not compromised. Government monitoring will also help businesses identify other standards they can follow to protect their data, especially for HR use.
Risk Assessment
Government monitoring can also help set a standard for businesses using AI in HR or other parts of their business when reviewing the AI apps they will use. AI apps must always be examined for their risks and impact on the industry, and mitigation procedures must be implemented each time they are used. Without it, it can be hard for companies to use AI safely, even if it is a low-risk app.
Mass Job Displacement
Government monitoring should be conducted regarding AI in HR because of its potential to reduce the number of workers. AI can automate many tasks done by specific job positions and help businesses save money. If companies are not transparent about how AI is used, many employees will fear that they will lose their jobs because AI is being used.
With AI continuing to make its indelible mark in many industries, the discussion about monitoring or regulating its use for any purpose should definitely be considered. If you wish to adopt artificial intelligence for HR work, you can adopt your own strategies to ensure that your employees and potential applicants are reassured that its use will only be for the business. Transparency is key- don’t hesitate to speak to your employees about AI, even without government policy.
If you like to read further into AI development and how it’s going to affect your career, check out these articles:
Artificial Intelligence (AI) Jobs to Apply Now
How to Design an AI Marketing Strategy
AI Trends Leaders Should Monitor in Human Resource
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