AI’s rapid rise to the forefront of technology has disrupted business in many ways. The data privacy risks posed by AI are probably the biggest challenge. This challenge can only be tackled by a joint approach between HR and Legal departments.
According to a recent Deloitte study, by 2024, around 7 million people will be using AI for work, almost double the previous year. According to recent Research by Deloitte in 2024, 7 million people will claim they are using AI at work. This is almost twice as many people than the year before. AI has already had a significant impact on the way we work.
It also raises some questions. The most common one is: Is the output accurate, or is it just a “hallucination”? It is a huge challenge, but also a very important one.
Organisations may not be aware of the risks they are taking when they input data, such as personal or commercial information into these systems. We’ll look at the two most common AI use cases: automated note-taking applications and productivity/sales analytics tools. Each of these has implications for HR.
Virtual Note Taking Assistant
This application appears to be a pretty simple real-time transcription tool that allows you to take notes during meetings and phone calls. This is true for the most part. But what happens if it’s used to record a HR meeting about staff performance? Who can access these notes and where do they reside? Does the output go back into the AI knowledge pool? Could the content be used as a training tool for other AI models, and therefore become available to others?
To prevent unauthorised access, HR teams must implement policies and guardrails. Start by discussing data privacy laws with the Legal Department and sharing current use cases within the business to build an effective strategy for risk mitigation. Then, communicate clearly how AI tools will be used in the organization to ensure that employees are aware of the limitations and extent of AI use.
AI and productivity/analytics tools can help employees improve performance dramatically by automating much of the mundane and repetitive tasks we all face on a daily basis. They can then focus on strategic and fulfilling actions that will help them reach their full potential. It’s no wonder that HR teams are embracing AI tools to create a more productive and happier workforce.
There are also concerns about privacy and who has access to the data. Who is using the tools and for what purposes? What is the outcome? These tools may also be used to punish and control employees, which could lead to extremes such as bullying and harassment. HR managers should assume, therefore, that these tools could be used as a force multiplier and source of malicious behavior.
What about the staff?
Few organisations stop to consider the impact of AI on their employees, even when use cases are not yet proven. Could AI be used to compare the performance of remote workers or hybrids? AI could be the answer to many companies’ problems in assessing the productivity of remote employees. However, the rights of workers must also be considered.
It is a simple fact that employees are sensitive to how AI enabled tools may be used. Therefore, it is up to the HR team ensure that these tools don’t overstep privacy limits. HR and Legal must work together to determine where these limits are within the local law. AI should be introduced carefully, with a focus on the benefits. Otherwise, internal adoption could be slower than expected.
AI rights from day one
All employees in the UK are entitled to certain protections from their first day of employment, such as sick pay and flexible working arrangements. AI can have a significant impact on the grey area of dismissal. It will help companies to document employee performance more thoroughly, so employees can progress quickly, receive assistance where needed, and, in cases where persistent problems persist, consider disciplinary action and dismissal.
What’s next?
AI may present significant risks, but it can also offer enormous opportunities to improve performance and make employees happier. This will allow HR to lead the way and embrace AI in conjunction with the legal team, so that the deployment is measured in accordance with privacy legislation. You can rest assured that your data is protected, GDPR rules are being followed, and no content is processed outside of the UK or EU.
It is also important to keep in mind that AI tools are not designed to replace HR or employees, but rather to enhance their performance. Human emphasis on communication, collaboration and people remains important. The HR department can help employees navigate AI adoption by integrating training and education for all staff.
