The recent White House order highlights the central role of AI in HR technology, prompting a closer look at how employees interact with AI at work.
Lately, it sometimes feels like AI is omnipresent in the world of HR technology, and recent news from the White House shows just how important this topic is to leaders in industry and government.
Cliff Jurkiewicz, vice president of global strategy at Phenom, said “human in the loop” is the foundation of the executive order recently signed by US President Joe Biden.
If you’re not aware of everything the order entails, the document calls for standards that govern the responsible development of AI, promote individual privacy, prevent bias in AI applications, consider guarantees and much more. There’s a lot to this order, but in this week’s HR Tech Check, we look at what’s at the heart of this effort: the human side of interacting with AI.
Let’s see how humans are receiving AI technology at work by checking out several recent surveys.
AI must be powerful but simple to use
According to a UKG and Workplace Intelligence survey of more than 4,000 employees across 10 countries, nearly 90% would like software interfaces in their workplace to be as simple as using their navigation app preferred.
When asked about the likelihood of adopting AI at work, more than 85% of respondents said they would adopt the technology to help them balance their workload. Other positive use cases received include completing more work during a shift, automating time-consuming processes, and helping the organization improve profitability.
AI should make life easier, but stay out of evaluations
Another survey, this one from the Qualtrics XM Institute, found that employees would embrace AI if they felt they had control over it. Top Employee Trends for 2024which included responses from 37,000 employees in 32 countries, showed that employees are least comfortable with AI evaluating their work in situations such as performance management or hiring decisions.
As in the UKG/Workplace Intelligence study, people are more willing to rely on AI to make their jobs easier: 61% of employees said they would use AI to write tasks, and slightly more half would benefit from a personal assistant tool.
AI can be leveraged for employees with disabilities
According to Capterra Technological accessibility 2023 According to a survey of nearly 250 employees with disabilities, 77% said AI-advanced software would help them be more productive at work.
Key use cases noted by the report include predictive text in messages, real-time data visualization, and recommendations for next actions.
To achieve ROI on technology investment, first build trust
An Accenture study of 2,425 senior executives across 13 countries recently showed that 94% plan to increase their technology spending in 2024, with 74% focusing directly on data and AI.
Reflecting on the Qualtrics study, the organization’s chief occupational psychologist, Dr. Benjamin Granger, urged leaders to communicate the “individual benefits of AI” when introducing new technologies to the workplace of work. He said employees who are engaged and trust their employer are more likely to adopt AI.
LEARN MORE: The three trends impacting recruitment in 2024
Prioritize data quality when navigating AI
Adecco Group brought together executives from Bank of America, Microsoft and Avanade for a webinar to discuss navigating AI, learning from its The global workforce of the future report: a survey of 30,000 employees in 23 countries. The report reveals that 70% of employees are already integrating AI into their work.
At the event, Josh Brostein, head of global talent at Bank of America, emphasized that while the possibilities of AI in the workplace are exciting, the key to its effectiveness lies in reliable data. Brostein said: “We must prioritize data quality, data protection, and data processes and control. »
About the Author: Jill Barth is HRE’s HR Technology Editor. This article was first published in Human resources manager.
