HR BYTES NEWSLETTER
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Global HR News
All jobs posted on Indeed — from truck driver to software engineer — have skills that can be done or augmented by generative artificial intelligence, the hiring platform said Sept. 21. However, only 1 in 5 is considered “highly exposed” to the technology, meaning generative AI considers itself “good” or “excellent” at performing 80% or more of the skills listed in a job posting, the firm said. Human resources jobs were near the high end of exposure, with generative AI considering itself “good” at most of the department’s tasks.
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Hollywood executives and the Writers Guild Association have reached an agreement that addresses concerns about the use of generative AI in the entertainment industry. The deal, which lasts until May 2026, specifies that AI cannot create or modify written material, and content produced by AI can't be considered source material. While writers can use AI if their company allows it, they can't be forced to use AI tools like ChatGPT. Additionally, using writers' work to train AI is considered a violation of the agreement.
Over 80% of enterprises will utilize Generative AI APIs or incorporate Generative AI into applications by 2026
By 2026, Gartner predicts that over 80% of businesses will have harnessed the power of generative artificial intelligence (GenAI) through APIs or applications. This marks a significant jump from the less than 5% using GenAI in 2023. GenAI is gaining momentum, especially in sectors like healthcare, life sciences, law, finance, and the public sector.
AI is becoming more and more powerful and common in our workplaces and lives, and it is important to make sure that it is used in a responsible and ethical way. The Australian Human Rights Commission (AHRC) has made a number of recommendations to the government on how to do this, including:
Stronger privacy and data protection laws.
Safeguards to protect users from harmful AI chatbots.
Clearer requirements for organizations to report misinformation and disinformation.
More investment in education and training on AI safety and limitations.
Environmental impact reporting for organizations.
Canadian employers are increasingly using artificial intelligence (AI) for hiring decisions. It's convenient, but legal experts warn there are potential issues. SHRM suggests that Canadian employers carefully think about both the benefits and problems that come with using AI in hiring. Automated hiring tools are now crucial and can operate with varying levels of human involvement.
HR Bytes Across the States
Exploring National and Local HR News
California has a new law granting employees five days of leave for "reproductive loss," effective from January 1. This leave covers situations like miscarriage and failed adoption. It's available to public and private employers with at least five workers. Workers can use these days within three months, and they don't need to provide documentation. Employers are encouraged to update policies and educate employees on this new leave option.
New York City’s law restricting the use of artificial intelligence tools in the hiring process goes into effect at the beginning of next year. While the law is seen as a bellwether for protecting job applicants against bias, little is known to date about how employers or vendors need to comply, and that has raised concerns about whether the law is the right path forward for addressing bias in hiring algorithms.
HR Bytes Community corner
Share your HR tips and tricks
In the ever-evolving field of HR, using Artificial Intelligence (AI) has become a game-changer. AI can streamline processes, provide insights, and improve decision-making. However, harnessing the power of AI effectively requires a strategic approach.
Here are some tips and tricks to help HR professionals navigate AI.
Align AI with HR Objectives:
Ensure your AI initiatives align with HR goals such as talent acquisition, employee retention, and employee experience.
Start with Data Quality:
AI relies on data. Begin by cleaning and organizing your HR data to ensure it's accurate and up-to-date.
Define Clear Objectives:
Specify what you want to achieve with AI, whether it's faster recruitment, predictive analytics, or improving employee engagement.
Choose the Right AI Tools:
Select AI solutions that match your HR needs. Tools can range from chatbots for employee self-service to AI-driven analytics platforms.
Ethical AI Usage:
Implement AI ethically by avoiding algorithm bias and ensuring transparency in decision-making processes.
Employee Data Privacy:
Prioritize the protection of employee data. Adhere to data privacy regulations and communicate data usage policies.
Stay updated on AI trends and best practices. Attend AI-related webinars, workshops, and courses to enhance your knowledge.
Opt for AI tools that can seamlessly integrate with your existing HR systems. Integration reduces data silos and enhances efficiency.
Provide training to HR staff on AI tools' usage. Familiarity and competence among your team are crucial for success.
While AI can automate tasks, avoid over-automation. Maintain a human touch, especially in sensitive HR matters.
Implement robust cybersecurity measures to protect AI applications and sensitive HR data.
Evaluate Vendor Reputation:
When selecting AI vendors, consider their reputation, customer reviews, and track record.
Transparency in Decision-Making:
AI-driven decisions should be transparent. Employees should understand why certain decisions are made by AI.
Feedback for Improvement:
Encourage employees to provide feedback on their experience with AI tools, and use this feedback to enhance AI applications.
What would you add to the above?
Do write to us at firstname.lastname@example.org or chime in on Social.
HR Bytes Digest
Must-Read HR Tech Articles
There are no federal regulations in the U.S. that expressly govern the use of AI in the workplace (yet), but the U.S. Equal Employment Opportunity Commission has published guidance to remind employers that existing anti-discriminatory laws cover AI, including Title VII and the Americans with Disabilities Act.
HR professionals should be aware of potential legal issues when implementing AI tools in their processes. Employment attorneys suggest four essential steps to avoid AI-related legal complications:
To avoid legal issues when using AI in HR, follow these key steps.
Understand how AI tools work, their data sources, and qualification definitions.
Don't rely solely on claims of "bias-free" tools; they could still result in discrimination lawsuits.
Regularly monitor and validate AI-generated results to detect and address biases.
Always involve a human in decision-making processes for accountability.
A new study by The Josh Bersin Company emphasizes the potential of Generative AI, like ChatGPT, to enhance HR practices, but it reveals that organizations need to overcome their fears of this technology. The research involved discussions with AI-aware executives, engineers, and product leaders, along with global HR leaders. It uncovered gaps in confidence and understanding of AI's potential for HR and talent management. HR leaders expressed apprehension about AI's role and its effective utilization for HR and talent-related purposes.
In 2024, HR leaders are focusing on five key priorities, according to a survey by Gartner. Their top concerns include leader and manager development, organizational culture, HR technology, change management, and career management/internal mobility. However, many face challenges as their HR technology strategies often don't align with their business needs, leading to uncertainty about adopting new technologies, such as AI.
In the ever-evolving world of AI, businesses are recognizing the importance of setting clear guidelines, as highlighted in AIHR's recent article. The article sheds light on the rapid adoption of generative AI, such as OpenAI's ChatGPT, in enterprise workflows. These AI systems are changing the way we work, aiding in content creation, customer support, data analysis, and more. While they enhance productivity, concerns about content accuracy and data privacy persist. To address these challenges, organizations are crafting generative AI policies, ensuring responsible AI use.
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HR Bytes Podcast and Newsletter seeks contributors for our byte-sized Work Tech insights. If you’d like to write short blurbs on #HRTech #FutureofWork and related topics, please email us at email@example.com or connect on Social. Thank you!
This latest article by Forbes discusses the metaverse, a trending concept in the digital world. It explores how it's becoming a crucial part of the business landscape. The metaverse is seen as the next step in the internet's evolution, offering immersive and interconnected digital spaces for various activities. The article highlights its potential impact on marketing, industry, and the workplace. In essence, it emphasizes that businesses should pay attention to the metaverse's development as it represents a significant shift in how we interact and work online.
This article explains that AI won't replace humans but will enhance their abilities. It's like how the internet made sharing information easier. AI, according to Harvard Business School professor Karim Lakhani, will make thinking more efficient. As people expect companies to use AI for better experiences, leaders should learn to use AI effectively in their businesses. "The New World of Work" series explores how top executives are preparing for the future. In simple terms, this article stresses the importance of AI for businesses and how it can improve our work.
Generative AI (GAI) is reshaping HR roles, including HR business partners (HRBPs), learning and development (L&D) specialists, and total rewards leaders. Although GAI may not lead to job reductions, HR professionals using it will be in high demand. Mercer's survey indicates that 58% of employers plan to adopt GAI in HR by June 2024.
Beyond efficiency, GAI fosters innovation, complex problem-solving, and high-quality work by democratizing knowledge and creativity. Organizations can enhance human capabilities and elevate their teams' performance by redesigning HR processes and leveraging AI-based tools.
Armed with the right technology, HRBPs can free up more time to spend on high-value work.
In the new world of AI, the L&D professional becomes a learning consultant who creates and delivers content to extract the most value from AI.
Total Rewards professionals have an opportunity to pivot toward more high-value insights- and storytelling-based work.
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Geckos’ Ear Candy
HR Podcast Recommendations
We are listening to the HR Happy Hour podcast with Steve Boese and Trish Steed this month. This is the perfect podcast if you are interested in a wide range of topics, including Human Resources, management, leadership, and workforce technology.
And, of course, we are excited for our very own HR Bytes, where we bring stories of HR trailblazers who are redefining HR with a global mindset and local impact. Check out our latest conversation with Stela Lupushor of reframeWork.io.
Geckos’ Top Tails
HR Bookshelf Selections
A few new reads we found to stay on top of the latest trends in HR and the future of work.
Irresistible: The Seven Secrets of the World's Most Enduring, Employee-Focused Organization by Josh Bersin (February 16, 2023)
HR Unleashed!!: Developing the Differences That Make a Difference Kindle Edition by Steve Browne (May 9, 2023)
Human Resources Management, Global Edition, 17th edition Published by Gary Dessler (June 20, 2023)
Artificial Intelligence for HR: Use AI to Support and Develop a Successful Workforce by Ben Eubanks (January 25, 2022)
We want to extend a warm welcome to a new blog from the lens of a Chief People Officer, The Diary of a CPO, by Christine Song, CPO at Knix. Welcome, Christine!
HR Bytes Reminders
Mark Your Dates with HR Excellence
It’s time to change the clocks and plan for the Annual Holiday Party!