The Society for Human Resources Management (or SHRM) has recently published a few articles on the use of artificial intelligence (AI) in employment.
The US Equal Employment Opportunity Commission (or EEOC) has provided some technical guidelines on using AI to avoid adverse impact on employment selection. Failure to comply can lead to some workplaces feeling the “pinch” (snaps claws) of time-consuming investigations or lawsuits.
Since AI will be found in nearly every business area, HR professionals like myself can’t just hide in their shells and ignore its use. After all, many of the tools we already use, like human resources information systems (HRIS), use AI, whether we like it or not.
So, while we learn how to integrate our robotic coworkers into our workplaces, let’s just remember to treat each other with respect through this cultural change and not allow our computers to become digital versions of our Boss Betta. A little training and oversight can go a long way to protecting employees’ rights and avoiding crabbiness on the job.
And remember, if AI ever asks you to do something unethical, say, “Asta la vista, baby,” and use your best ethical judgment.
Make change your friend.
Resources
- https://www.shrm.org/topics-tools/flagships/ai-hi/gartner-ai-predictions-through-2029
- https://www.shrm.org/topics-tools/employment-law-compliance/ai-employment-regulations-compliance-complicated
The Society for Human Resource Management (“SHRM”) is not affiliated with Shermie the HR Hermit Crab, and SHRM does not endorse any content related to Shermie the HR Hermit Crab.
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