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Generative AI is the technology IT departments are feeling the most pressure to exploit, yet nine out of 10 IT organizations are unable to support the growing demand for AI-related projects. Research shows that C-suite executives are the No. 1 influencer in demanding rapid AI implementations, ahead of other stakeholders. Nearly three-fifths of IT professionals say business stakeholders have unreasonable expectations for the speed and agility of new technology implementation. 88% of IT professionals claim they are unable to support the high volume of AI-related requests their organizations receive.
Businesses of all sizes, including small ones, are now faced with the task of implementing artificial intelligence solutions. As companies scale, so do the technical challenges, including integration and data silos that prevent companies from accelerating their AI deployment plans. 90% of IT leaders say integrating AI with other systems is difficult.
The pressure on businesses to adopt and use artificial intelligence is not limited to IT departments. Businesses are also under intense pressure to redefine and create new policies around how employees use generative AI solutions. Now more than ever, HR professionals need to define their company’s policy on the use of artificial intelligence.
also: What is generative artificial intelligence? Why is it so popular?Here’s everything you need to know
To better understand the issues HR leaders face as they address the potential issues of bringing artificial intelligence to their businesses, Valoir conducted a global study of more than 150 HR leaders around the world, including leaders from a variety of industries and company sizes. . Here are the key findings from Valoir’s research:
- Today, HR’s greatest opportunities to benefit from AI are in recruiting, learning and development, and talent management, but these are also the areas at greatest risk.
- Today, nearly 25% of organizations have adopted some form of generative AI for recruiting, making it the leading area of AI adoption to date, and a further 30% plan to adopt it within the next 24 months, making it the leading area of AI adoption to date. By far the most adopted application of artificial intelligence in today’s human resources field.
- HR leaders believe the main barriers to AI adoption are a lack of AI expertise (26%), concerns about compliance and risk (23%), and a lack of resources or funding (21%).
Potential risks of AI in HR stem from a lack of trust and potential bias in AI, where models based on AI may be inadvertently trained on bias-reinforcing data sets to provide recommendations or advice. Core HR functions may also be affected by data breaches, AI hallucinations, bias and toxicity. The common theme across all of these areas of potential risk is the human steps that can be taken to mitigate these risks.
Artificial intelligence adoption in HR is on the rise. Valoir research found that 50% of organizations currently use or plan to apply artificial intelligence to recruitment challenges in the next 24 months, followed closely by talent management and training and development.
Valoir also found that only 16% of organizations have policies in place for the use of generative AI, and even fewer have policies in place for the ethical use of AI. Only 14% of organizations have training policies in place to effectively utilize AI, and only 8% have training and development plans for workers whose jobs may be replaced by AI.
also: Generative AI alone does not improve customer experience
Valoir recommends that HR leaders not only select trustworthy vendors and technologies, but also develop appropriate policies, procedures, safeguards and training for HR staff and the broader employee population. HR needs to consider how to communicate these policies and training to internal HR teams and the wider population.
2023 is the year of generative artificial intelligence research, exploration, and discovery. 2024 is the year of adoption. HR can play an important role in ensuring the successful adoption of AI in the enterprise, but trust is crucial. HR’s role as data steward and policy enforcer makes it a cornerstone of every organization’s ability to maximize the potential benefits of artificial intelligence.
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