Exploring The Great AI Unknown: Local Technical Colleges Can Help Employers Dive Into and Benefit From AI Technology (Part 2)
Sara Mackey, Marketing Communications Specialist
Our June WISHRM Educational partner article discussed the speed at which the world is adopting artificial intelligence and benefitting from it. In this month’s continuation of the AI topic, we will discuss how employers can avoid some of the risks associated with AI by establishing standards and processes to optimize the technology and its benefits. There are suggestions about how HR can help introduce and oversee AI as a tool that helps employees contribute in new ways.
As demonstrated in countless science fiction books, films and programs, technology revolutions often unearth risk, uncertainty, and other implications which humans struggle to fully anticipate. Still, employers can take measures to avoid the risky or impractical use of AI in their organizations. Often, the key is having technical and advisory support available along the way (“Do you copy, Houston?”). Below are some examples of guidelines for using AI technology and considerations for ensuring its successful use.
When taking on risk, companies owe it to their stakeholders to evaluate the risks and benefits before implementation. This includes identifying potential vulnerabilities or unintended consequences. Wisconsin’s technical colleges have a long history of partnering with businesses and industries and amassing vast technical, regulatory, and other knowledge that may be critical to anticipating and avoiding these vulnerabilities and can be very helpful when it comes to AI as well.
HR staff can take the lead in integrating AI technology in the workplace to benefit from its advantages, with careful planning, clear communication and strategic implementation. Here are some useful tips starting with the technology set up. These suggestions will will ensure successful integration between technology and its users, specifically in completing complex and time-consuming HR-related functions.
Create governance structures and cross-functional teams for AI initiatives, including ethics committees. Implement clear policies and procedures for AI development, deployment, and monitoring.
Assess Needs, monitor and regularly evaluate - Identify areas where AI can add value, such as recruitment, employee engagement, performance management, or administrative tasks. Assess organizational needs to determine which AI tools and technologies are most suitable for the department or company goals. Monitor AI systems to ensure they perform as expected and adapt to changing conditions. Regularly evaluate AI outcomes and address any issues or deviations from desired performance.
Establish Ethical Use Guidelines must prioritize fairness, transparency, and accountability and ensure that AI systems are designed and used in ways that maintain those ethical standards. Support from a trusted partner may help identify and avoid unconscious bias.
Emphasize the Human-AI Partnership - Highlight the complementary roles of humans and AI, emphasizing how AI can augment human capabilities. Reinforce the message that AI is a tool to support employees, not a replacement for their roles.
Ensure Transparency and Communication - Clearly communicate the benefits and purposes of AI implementation to employees. Address any concerns or misconceptions about AI, emphasizing how it will support and enhance their work rather than replace it.
Implement Pilot Programs - Start with pilot programs to test AI applications on a small scale before full deployment. Use pilot programs to gather data, assess effectiveness, and make necessary adjustments.
Ensure Data Security and Privacy - Implement robust data security measures to protect sensitive employee information. Ensure compliance with data protection regulations and standards.
Train data models using high-quality, representative data, avoiding biases and inaccuracies. Regularly audit and update datasets to maintain their relevance and accuracy.
Incorporate human oversight in AI decision-making processes, especially in critical business functions such as healthcare, finance, and hiring areas. Ensure that AI systems support and augment human capabilities rather than replace human judgment.
Provide Ongoing Training and Development - Offer training programs to help employees understand and effectively use AI tools, including opportunities to update employees as AI systems advance. Establish support teams to assist with technical issues or questions.
Foster a Collaborative Environment - Encourage collaboration between HR, IT, and other departments to ensure seamless AI integration while seeking employees’ feedback and insights.
Highlight Success Stories - Share AI success stories and positive outcomes within the organization. Use these examples to build trust and confidence in AI technologies.
By following these tips, HR professionals can effectively integrate AI technology into the workplace, ensuring it enhances productivity, supports employees, and aligns with organizational goals. Wisconsin’s technical colleges have extensive experience with the complexities of artificial intelligence. When your organization seeks support, the technical colleges are affordable, reliable partners for integrating and optimizing technology. For more information, including contacts at the colleges, go to https://www.wtcsystem.edu/workforce-solutions.
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