AI IN HRM AND ITS NEGATIVE CONSEQUENCES

Source - dl.acm.org

Introduction

Artificial intelligence (AI) has been increasingly used in various aspects of Human Resource Management (HRM) such as recruitment, performance management, and employee engagement. However, there are concerns that the use of AI in HRM can have negative impacts on employees and organizations.

“Success in creating effective AI could be the biggest event in the history of our civilisation. Or the worst. So we cannot know if we will be infinitely helped by AI or ignored by it and sidelined, or conceivably destroyed by it.”   - Stephen Hawking

This article would discuss a few of the negative consequences of using AI in HRM.

AI bias

One of the main negative impacts of AI in HRM is bias. AI algorithms are only as unbiased as the data they are trained on, and if the data used to train the AI system is biased, then the AI system will also be biased. For example, if an AI system is trained on data that only includes male candidates for a particular job; the AI system may end up discriminating against female candidates.

Dehumanization

The use of AI in HRM can lead to a lack of human interaction and empathy, which can result in a negative employee experience. For example, if an employee is terminated by an AI system, they may feel devalued and disconnected from the organization.

Lack of transparency

Employees may not understand how AI algorithms are being used to make decisions, which can lead to mistrust and confusion. This lack of transparency can also make it difficult for employees to challenge decisions made by the AI system.

Job security

The use of AI in HRM can also have a negative impact on job security. As AI systems become more sophisticated, they may replace some job roles that were previously performed by humans. This can lead to job loss and uncertainty for employees, which can have a negative impact on morale and productivity.

Lack of accountability

If an AI system makes a decision that negatively impacts an employee, it can be difficult to hold anyone accountable for that decision. This lack of accountability can lead to a lack of trust in the organization and its leadership.

 

Global regulations (Bernard Marr)

AI technology would require new laws and regulations which would be determined among various governments to allow safe and effective global interactions. These laws and regulations would require a complete change in the HRM policies of an organization.

Hacking and Data privacy (Bernard Marr)

With automation, unethical acts such as phishing, delivery of viruses to software and taking advantage of AI systems are becoming more in practice. Employee data base can be misused which would question the data privacy held by AI.

 

Conclusion

While the use of AI in HRM can bring many benefits, it is important to be aware of the potential negative impacts. Organizations need to ensure that their AI systems are unbiased, transparent, and accountable, and that they are used in a way that maintains human interaction and empathy. By doing so, organizations can harness the power of AI in HRM while minimizing the potential negative impacts on employees and the organization as a whole.

 

References

Bernard Marr (No date)

What are the negative impacts of AI?

Bernard Marr & Co (Online)

Available at https://bernardmarr.com/what-are-the-negative-impacts-of-artificial-intelligence-ai/

Accessed on 12^th April 2023

 

Christina Pavlou (2022)

AI in HR : The good, the bad and the ugly

Efront (Online)

Available at https://www.efrontlearning.com/blog/2022/05/ai-in-hr.html

Accessed on 12^th April 2023