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A recent survey of top workplaces shows that while most workplaces are not using artificial intelligence (AI), the technology is gaining attention and raising some concerns.
Workplaces are introducing HR technology and artificial intelligence. Although organizations are adopting HR technology solutions, top workplace studies show that AI adoption remains relatively low. That said, AI holds huge potential, from streamlining operations to enabling data-driven decision-making and unlocking valuable insights.
From a broad perspective, artificial intelligence is the use of computing to perform tasks typically performed by humans. It generally refers to a project that captures information and delivers it in a way that simulates action, purpose, reasoning, meaning, or learning. Artificial intelligence is used in manufacturing (e.g., robotics), self-driving cars, healthcare management, financial investing, booking travel, social media monitoring, and chatbots.
In HR, AI can be used for resume scanning, social listening, data aggregation, background checks, measuring employee satisfaction, optimizing benefits, and many other uses.
“There are a lot of opportunities to use artificial intelligence to make people’s jobs easier or better, so that they can focus more time and energy on higher-level tasks, or things they prefer to do,” Senior said human scientist Kinsey Smith. energy.
Energage recently surveyed more than 15,000 employees to get their feedback on HR technology and artificial intelligence. The survey shows that one in six employees are concerned about the impact of artificial intelligence on their jobs, especially those working in advertising and marketing; hospitality, entertainment, leisure and travel; and financial services and insurance.
Additionally, one in nine employees believe artificial intelligence is likely to replace their job within the next five years, particularly in the sectors of utilities and communications; hospitality, entertainment, leisure and travel; and financial services and insurance.
Survey feedback shows:
• People are both excited and worried about the potential impact of artificial intelligence.
• Few organizations currently use AI for HR tasks or problems.
• Most organizations have HRIS, onboarding and performance management solutions.
• More than one-third of organizations have no tools for employee listening or employee selection.
• Respondents are most satisfied with employee appraisal and onboarding tools.
• Human resource information systems and recruitment technology are considered the most valuable.
• Common barriers to the value of these tools include integration and setup efforts.
• Senior executives are less concerned about AI in the workplace, while team members express more concern.
Organizations are most likely to rely on third-party tools for HR information systems. They most often use homegrown solutions for employee reward and performance management.
While most have not yet adopted AI technology, respondents said talent acquisition is the task they most expect the technology to help with in the future.
Smith said the best uses of artificial intelligence should be seen as resources that complement jobs, rather than as something that replaces workers. For example, artificial intelligence can be a springboard for more thoughtful strategies and conversations.
“It’s just a tool,” Smith said, and organizations should figure out the best uses and wrong uses of the tool.
She said there were security considerations. Organizations need to consider how AI interacts with data and whether it creates security issues from a privacy and legal perspective.
Furthermore, is the information it creates completely accurate or factual? Humans still need to verify the results of the work. Artificial intelligence does not necessarily operate at a certain ethical level, she said.
“It’s fun trying to understand how all these pieces fit together,” she said. “This is something we as a society have to deal with. Technology will move us forward and it will create new jobs. We have to think carefully about the tasks we want to take on.”
Bob Helbig is director of media partnerships at Energage, a Philadelphia-based employee research firm. Energage is the research partner for the Best Places to Work.
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