Can you take the “human” out of Human Resources? With the increasing curiosity and use surrounding ChatGPT and other AI platforms, businesses are struggling with how to manage the use of AI in the workplace. Weighing the benefit of technological advances and the potential pitfalls of the same, human resources professionals are in various stages of drafting guidelines, or implementing policies, to address workplace use. While each policy should be customized for the workplace and its likely AI use, here are some key points to consider in implementing workplace guidelines:

• Ensure protection of confidential information, as defined in the handbook or confidentiality agreement. Once data is given to a chatbot, that information can be used to train and refine the service and the chatbot user can no longer control its dissemination. In addition, chatbots may be a source of cybersecurity risk.
• Provide processes for utilizing and verifying any factual research obtained through the use of AI. For example, when asked about the required new hire notices for California employees, the ChatGPT response was incomplete, missing several key documents.
• Provide examples for what may be approved uses of AI in the workplace. Test out potential tasks like drafting correspondence, job descriptions, inputting data for statistical analysis or developing training materials.
• Research and provide guidance on the specific AI tools permitted for company use.
• Keep current on local laws applicable to AI use, as this area of the law is quickly evolving.

While 61% of business leaders see collaboration between humans and machine learning as a tool to increase organization efficiency, today’s technology is no substitute for a human touch.

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