AI is here to stay; it’s time to update your HR policies

The widespread use of advanced artificial intelligence tools like ChatGPT means that rapidly evolving technology is being used in workplaces across the country, whether employers are aware of it or not. To do.

Therefore, companies that have not yet developed ground rules for AI use should be cautious. It’s time to update your employee handbook, say HR experts.

Jennifer Morehead, owner and CEO of FlexHR, an outsourced HR services company for major companies such as Harley-Davidson and Kimberly-Clark, said that as tools become more and more accessible in the workplace, There are many issues for AI companies to consider, he said. .

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Sophisticated AI tools are being introduced into the workplace forever, and companies will need to update their policies to accommodate, Morehead said. (license/image)

“Artificial intelligence and the software it’s built into exists, and it’s not going away,” Morehead told Fox Business.

She says the ideal situation is for organizations that can afford to build their own AI for internal use. However, most companies will need to conduct a risk-reward assessment of how AI can help employee productivity and the concerns associated with using AI, especially data security.

Morehead advises leaders to determine areas where AI can have an impact and whether to allow employees to use certain AI tools, and to articulate these guidelines in employee handbooks. there is This is actually a “rule of engagement,” she says.

HR experts gave examples of the parameters companies set for employees who are allowed to use ChatGPT.

ChatGPT logo on laptop

Popular AI tool ChatGPT has seen a surge in users since its general availability in November. (Hannes P. Albert/Photo Alliance via Getty Images/Getty Images)

The company could let employees know they can use a powerful search engine to ask harmless questions, such as the difference between a traditional 401(k) and Roth. However, the company should be clear that it prohibits employees from entering confidential information, such as details about the employee or their 401(k).

Morehead reiterated that while some executives she talks to see AI as the future, the technology already exists. She points out that her ChatGPT, a popular large-scale language model (LLM) tool, is very easy for people to use and could help them be more productive, but AI programs always require human oversight. is necessary, she warns.

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The CEO gave a recent example from a company. university communication department Use AI to draft campus-wide emails on highly sensitive topics. But they didn’t read it to check for accuracy or tone before sending it.

“Even if AI can help build communications, humans still need to monitor that communications for now,” she explained.

Morehead also pointed to biases in recruiting software and even glitches in AI-powered payroll systems that need to be double-checked for accuracy.

Still, AI can significantly improve worker performance, she says, and can be used to augment rather than replace human interaction and expertise.

Jennifer More Head of Flex HR

Jennifer Morehead, Flex HR Owner and CEO (Flex HR)

Morehead says companies are starting to think about their own employee policies and roles, and that employee handbooks, which on the surface may appear to be a summary of personnel and payroll procedures, are in fact a company’s employees. We recommend that it is the foundation of how members interact. as humans.

It’s also a great opportunity to assess operations from a strategic perspective and develop a vision for any change.


Morehead said it’s important for management to be aware of emerging technologies to determine what makes a good investment for the company and what responsibilities are left to employees.

“History has proven that the companies that best recognize and adapt to technological change thrive, while those that do not embrace technological change do less well,” Morehead said.

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