How HR can get ahead of AI regulation

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A government report into the impact of AI on the workplace has recommended greater regulation. What are the risks of the use of AI in people processes and how can HR audit its use in the organisation? 
Printing presses, typewriters, the word processor and mobile phones – new technology transforming how we work is nothing new. But historical advances in technology have, for the most part, been tangible.
However, the increasing use of artificial intelligence (AI) is different. Not so visible to the world at large, its use is on the rise – but how is it affecting our work practices?
AI sits behind many programmes designed to help organisations streamline processes, cut time and costs, and reduce human bias. The increase in homeworking has only served to accelerate its use.
From software that sifts job applications, through to programmes monitoring productivity and technology automatically scheduling work rotas, it is constantly evolving.

Should AI be regulated?

With this accelerated growth come questions – not least around how the use of AI is (or is not) subject to regulation.
The All Party Parliamentary Group on the Future of Work was formed to consider the opportunities and challenges offered by technology in the workplace.

As part of their recent inquiry into AI and surveillance in the workplace, the group published its final report, The New Frontier, Artificial Intelligence at Work.
This revealed that AI in the workplace has increased dramatically in recent years, but meaningful regulation has struggled to keep up.
Evidence from the inquiry shows that this lack of regulation leaves workers exposed to systems of which they have limited understanding and the potential impact of which has not always been fully assessed prior to implementation.

AI in HR

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