Understand what the best CHROs are doing to balance AI’s risks and benefits to both their organization and their workforce
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Bring Human-Centered AI into Your AI Strategy
39% of the workforce is expected to experience disruption in the next two to five years, including changing responsibilities, redeployment to new roles and new skills. HR is uniquely positioned to bring a human-centric lens to the organization’s AI approach.
Download the Gartner guide, “What Generative AI Means for your Talent Strategy,” to discover how to:
Assess AI’s workforce impact within your business context
Incorporate AI into your workforce strategy
Adapt your business, talent and technology strategies
About Human-Centered AI
Applying a human-centered lens means not only considering potential barriers to adoption and unintended consequences, but also bringing empathy for the workforce into discussions about use cases and strategy.
Organizations need CHROs to ask thoughtful questions about AI strategy and the impact of use cases, to make sure that decisions fit with the organization’s values. Looking at the entire workforce, HR has a uniquely broad understanding of potential implications, and can ask questions about how roles and workflows will change, what those changes will mean for performance expectations, and what success will look like.
HR is a critical voice on responsible AI committees, bringing empathy for the employees who will be using the tools, to ensuring that AI initiatives pilots are approached with reasonable expectations and sufficient support for change management.
One of the key reasons organizations need HR helping develop AI strategy is the critical need for change management as part of implementing AI. The potential of AI cannot be realized if employees do not embrace the technology, especially if they leave due to fear about how it may impact their jobs. HR leadership is needed to develop messaging that clearly articulates the organization’s approach for how AI will be used and how employees might be retrained or redeployed as jobs evolve. HR leaders must also ensure that employees have the space in their schedules to experiment with prompt writing, to develop AI training for employees to understand signs of hallucinations so that they can be confident in the output of AI tools, and to build a culture that reflects that organization’s philosophy around AI experimentation and implementation.
Without these three things, AI investments will not see their expected productivity returns and organizations will be exposed to significant operational, reputational, and even legal risks.
Human-Centered AI FAQs
What is Responsible AI?
Responsible AI involves making ethical decisions for AI usage that include considerations of fairness, bias, trust, explainability and sustainability.
Who should be involved in developing our AI strategy?
While many organizations develop an AI strategy through their CIOs and COOs, CHROs have a critical role to play in ensuring the organization’s strategy incorporates a human-centered approach to AI, and considers potential second- and third- order effects on the workforce of AI pilots and investments.
What does human-centric AI look like in HR?
Human-centric AI in HR involves approaching HR technology decisions with empathy for the workforce as well as the HR team members who will be using the technology. Because HR decisions are often sensitive and significant, a human-centric approach means going beyond having a “human-in-the-loop” to considering whether or not AI should be involved in a task at all.