Far from being a futuristic concept relegated to the realms of science fiction, the use of artificial intelligence (AI) in the workplace is becoming more common. The benefits of using AI are often cited by reference to time and productivity savings. However, the challenges of implementing AI into HR practice and procedures should not be underestimated.
AI technologies are already being used across a broad range of industries, at every stage in the employment cycle. From recruitment to dismissal, their use has significant implications. In recent months, incidents at Meta, Estee Lauder and payment service company Xsolla have hit the headlines for utilizing AI when dismissing employees.
All three companies used algorithms as part of their selection process. For Meta and Xsolla, the algorithms used analyzed employee performance against key metrics to identify those who were “unengaged and unproductive”. These employees were subsequently dismissed.
Similarly, Estee Lauder used an algorithm when making three makeup artists redundant, which assessed employees during a video interview. The software measured the content of the women’s answers and expressions during interview and evaluated the results against other data about their job performance. It led to their dismissal.
Where algorithms are used in place of human decision-making, they risk replicating and reflecting existing biases and inequalities in society.
Continue reading: https://www.computerweekly.com/opinion/Artificial-Intelligence-in-the-Workplace
AI technologies are already being used across a broad range of industries, at every stage in the employment cycle. From recruitment to dismissal, their use has significant implications. In recent months, incidents at Meta, Estee Lauder and payment service company Xsolla have hit the headlines for utilizing AI when dismissing employees.
All three companies used algorithms as part of their selection process. For Meta and Xsolla, the algorithms used analyzed employee performance against key metrics to identify those who were “unengaged and unproductive”. These employees were subsequently dismissed.
Similarly, Estee Lauder used an algorithm when making three makeup artists redundant, which assessed employees during a video interview. The software measured the content of the women’s answers and expressions during interview and evaluated the results against other data about their job performance. It led to their dismissal.
Where algorithms are used in place of human decision-making, they risk replicating and reflecting existing biases and inequalities in society.
Continue reading: https://www.computerweekly.com/opinion/Artificial-Intelligence-in-the-Workplace
