How can HR successfully manage AI?

There has been a lot of noise about AI, and as with Brexit, camps are divided. Many are extremely nervous about privacy and bias issues, probably rightly, and that the robots will take over our jobs, maybe not in all areas, but some will be adversely affected. The optimists see AI as fixing the unfixable. The reality, of course, lies somewhere in between, we hope. What is true is that most organisations are now actively seeking out ways in which AI can be used to improve productivity and save costs and there is a bit of a scramble to be first off the starting block.

So, what can HR do to harness the full potential of AI?  

Have a Strategy

If you don’t know where you are going, don’t be surprised if you end up somewhere else. This has to come from the top so senior managers must lead on this. Engagement and enthusiasm will be critical to success and this will require managers to show commitment, be transparent, and ethical and good governance will play to this. HR must be a stakeholder, and part of setting the AI strategy.

Employee engagement

Be aware that not all employees love technology, and people resist change they don’t understand and are fearful of. Communicate the company strategy, plans and benefits of AI; clearly and often. Reassure as much as you can and offer training where appropriate.

Evolution not revolution

Start with simple easy tasks first. Ask your people to identify day-to-day tasks that might be delivered through use of AI. Involving ideas from your people gains buy in, arrange group sessions to encourage participation and generate ideas. Celebrate success stories. 

Be task critical

Just because a task can be done by AI doesn’t mean it should be. Whenever you devolve a task to AI, assess whether valuable skills may be lost as a result. What additional skills might you need, and what training requirements might arise in future?

Employment Law

Beware of bias. Some technologies have been shown to have bias built in because of the data set used to train the algorithm. This can lead to the risk of discrimination. The duty of mutual trust and confidence might be breached where AI is used, so it’s good practice to consider a human ‘backstop’ where employment-related decisions are taken using AI.  The Information Commissioner’s Office (with its powers to fine) is very aware of the risks AI presents in relation to the misuse of personal data. Take account of data protection rights when rolling out AI.