Generative AI is a type of artificial intelligence that is capable of creating previously unseen data, pictures, or text. It learns patterns from a vast dataset and then applies those patterns to generate new content. As generative AI technology advances, it is set to have a substantial influence on a variety of sectors, including recruiting, employee training, performance management, employee engagement, HR operations, etc.
But looking at some recent developments, workplace automation may be closer than businesses think.
This week, three major tech companies revealed new automation and AI capabilities for their corporate clients, demonstrating AI’s fast expansion despite growing worry about its impact on labor.
Microsoft, IBM, and Google Cloud announced separate automated tools that can perform worker tasks such as creating job posts and listings, identifying and contacting potential candidates, managing employee requests, and generating learning programs for individual employees, among others. Many of the new additions supplement existing AI programs inside their platforms or enable simple access to such technologies via a single user interface.
Employers have been grappling with how to profit from AI since ChatGPT’s viral surge at the beginning of the year. An SHRM article had earlier revealed that language-learning models like ChatGPT can take over routine chores like sending emails, sifting through applicants, creating job descriptions, and many more.
However, prospects may perceive an over-reliance on robots; experts observed that, even as automation simplifies some duties, a customized touch remains crucial in recruitment. According to a March Bain & Co. analysis, when firms attempt to deploy AI, they should do it in conjunction with employees about what they truly need from automation. According to the research, workers are likely to know better which of their duties may be automated.
The federal government is also interested in how businesses use AI. On May 3, the White House issued a Request for Information on how automated programs “monitor, manage, and evaluate” people. Not long before that, representatives from four federal agencies published a joint statement describing how US rules and regulations relating to automation technology, with a focus on the possible hazards companies may face.
“Although many of these tools offer the promise of advancement, their use also has the potential to perpetuate unlawful bias, automate unlawful discrimination, and produce other harmful outcomes,” the statement added.
According to experts, this “united federal intent” highlights the expanding prevalence of technology — and why employers should carefully examine how and why they are using such tools to prevent frequent pitfalls, such as unwittingly reinforcing previous prejudices.
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