There is good and bad with AI in the workplace

30 April 2024|blog strategic-hr whs-blog

When I am asked about AI when talking to other HR professionals, my usual response is, ‘Just because it is there it doesn’t mean you have to use it.’ However, like everything I guess it depends to what degree it is used and how it is used but also important to remember that where there is good there can also be bad so important to have eyes wide open. And it seems I am not the only one with trepidation as recent research on HR Departments, reveals the same.

It’s almost like, because everyone else is doing it, you have to get onboard, which aren’t the right reasons to look into using AI more in the workplace. The other reason I am reluctant at this stage, is I have concerns about how it will affect the workforce and the future workforce and it’s OK to think about all the potential wonderful things it will do but what about the impact on individuals. I worry about individuals that have different capabilities and it is putting them out of work and give them no value or meaning but no one wants to talk about that. They just want to talk about the things that those that are more capable will be able to do. What about our corporate social responsibilities that are always brought up? No one is talking about these issues when talking about AI. Although I appreciate technology can be aids for those living with disabilities.

Even for those with the ability, some of the mundane or labour-intensive work creates a really good foundation for learning and future understanding and careers and even the head space to be creative and think of ideas! So, what will it do to well-being.

Again, I am not the only one however as AHRI’s September quarter Work Outlook showed that only 20% of respondents were investing in AI technology. Maybe it is misunderstood, or we are not yet really aware of the potential beyond what we see with imagery and ChatGPT. They also talk about AI being able to predict turnover and maybe it can but let’s not forget about the importance of human connection (we learnt that through covid!) and relationships, it is important for Managers to know and understand their team not only for turnover reasons but for performance and productivity! So, there can be a downside and it might just be with employee well-being, which with the recent psychosocial legislation it is important to consider the good and the bad – carefully. HR at Microsoft is using AI, with self-service however again it takes away important conversations and whilst it may seem like its saving the HR team to relay the same information, it identifies where improvements are needed to initiate human interaction.

It’s not unlike the Limitless AI Pendant aimed at boosting productivity in professional settings, but it could in fact be a privacy nightmare. And there are other concerns already including over-reliance on automation, system failures, again the sharing of propriety information with external AI tools, amplifying biases, irresponsible, unfair or unethical use of such technology and again job displacement and skills gaps.

This one is a work in progress for me and I am wondering if it is once again the media pumping it up to be more than what it is or will be. I will, however, keep an open mind and continue to keep an eye on how it progresses, but I do know one thing – we can’t lose the human aspect of human resources!

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Leisa Messer BBus(HRM); GradDipIR; FCPHR
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au