Artificial intelligence plus human intelligence can be a great driver of innovation, but AI on its own might dispense information that is incorrect or even contrary to the law. The latest cautionary tale arose in New York City, where an AI-powered chatbot created by the city’s government to help small-business owners has been providing some information that doesn’t jibe with employment law. We’ve gathered articles on the news from SHRM Online and other outlets.
False Suggestions
In response to questions posed April 3, the chatbot, which is on the official website of the city of New York, falsely suggested that it is legal for an employer to fire a worker who complains about sexual harassment, doesn’t disclose a pregnancy or refuses to cut their dreadlocks. The chatbot includes a disclaimer that it may “occasionally produce incorrect, harmful or biased” information and the caveat that its answers are not legal advice. The chatbot answers only business-related questions. The website housing the chatbot states that answers can be double-checked using NYC.gov and MyCity Business.
(AP)
Improvements on the Way
Microsoft, which runs the chatbot with Azure AI, said it is working with city officials to improve its accuracy and alignment with official paperwork. For now, despite some objections, the New York City administration is leaving the AI tool in operation on its government website but has recognized the chatbot’s mistakes.
Finding Your AI Balance Point
The explosion in generative AI (GenAI) over the past 18 months is reshaping work and the workforce. With an estimated 44 percent of work tasks in line to be automated or augmented by AI, the stakes are high for organizations—and for workers themselves.
“With AI, Pandora’s box has now been opened, so companies have to accelerate their value delivery process to survive,” Fred Miskawi, vice president of CGI Global AI Enablement, told attendees of last month’s The AI+HI Project. “But it’s important to have the right balance. That means acceleration of the value while still doing it in a way that’s safe, secure and trustworthy.”
(SHRM Online Executive Network)
AI Adoption in HR Is Growing
Only about 1 in 4 employers uses AI to support HR-related activities, but the majority of those organizations began doing so over the past year, according to research from SHRM.
Most HR professionals are optimistic about the potential for AI, according to the research. Just over 60 percent are optimistic about the potential for the effective use of AI at their organizations, and 56 percent are optimistic about the potential for AI to improve collaboration.
Among the organizations that have adopted AI for HR purposes, talent acquisition is the top area for its use (64 percent), followed by learning and development (43 percent), and performance management (25 percent).
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An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
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