Artificial intelligence (AI) is increasingly being deployed by businesses to speed up processes and decision-making.

But its introduction requires focus on governance, highlighted recently by the publication in the UK of the Office for Artificial Intelligence’s (OIA) National AI Strategy.

Although there is an increasing body of general guidance from the OIA there is little which explicitly relates to human resources – but HR professionals’ insight should be embedded wherever the use of AI by the business impacts on people.

Understand AI and associated HR risks

HR professionals could consider specialising in AI in order to meaningfully advise on how AI affects the workforce in a variety of contexts. AI is a challenging and specialised field, which can be complicated by technical vocabulary.

Specialist HR input is crucial to the success of an AI proposition. Some AI may simply affect the way workers carry out tasks, or it may go further and replace the need for workers altogether. AI may also have a primary HR application, such as monitoring and setting targets to aid performance management; or automating decisions in relation to work allocation, pay decisions, performance management and recruitment processes.

An AI governance team should be established, and HR should definitely be part of that broader hub of expertise. A diverse team can increase the opportunity for internal challenge and help to reduce bias while also avoiding ‘group-think’

HR specialists also need to...

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