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It’s like sports cars being invented, but not traffic lights and speed limits.
Artificial intelligence is increasingly present in the workplace. However, the much-needed “rules of the road” governing their implementation and use have been slower to follow.
Employees notice. According to a recent survey of CYPHER Learning employees, Bridging the AI digital divide69% consider clearer guidance is needed on the use of AI in their workplaces.
As AI adoption accelerates, HR leaders could also be challenged to develop a clear and effective AI policy framework.
Why AI policy frameworks matter
It probably provides clear business value. A recent example POLITICO Artificial Intelligence and Technology Summit: Kevin Czinger, CEO of Divergent and Czinger Vehicles, has declared that he might help American manufacturers leapfrog the world – provided governments and businesses develop clear rules.
“The most important thing is not to repeat the failures of the last 20 years,” says Czinger.
Senior leaders needs to be eager to implement policies that not only increase AI productivity, but also reduce risk – by acknowledging the latest and unknown complexity of AI, supporting compliance with legal and ethical standards, and promoting trust.
These sports cars roar out of the showroom. Here are seven suggestions to allow you to arrange your traffic lights.
1. Needs assessment
Developing an AI policy before considering the organization’s specific needs is a flawed approach that rarely pays off. Conduct your own internal surveys and focus groups. Collect unique worker concerns and expectations.
You will probably discover some scruples. The science of CYPHER found 45% of employees consider that artificial intelligence will impact workplace safety. Don’t ignore such alarms. A great assessment will highlight areas where AI guidance is particularly needed.
2. Clear goals
What is artificial intelligence for anyway? Your AI policy should formulate clear goals that are aligned with your business goals. If your organization goals to increase productivitydescribe how artificial intelligence will help and address potential threats.
Clearly defined goals help employees see the business case for using AI. They can even set you apart from organizations that debate big AI games, tackle internal “AI centers of excellence” with vague mandates, but fail to achieve clarity.
3. Ethical considerations
New artificial intelligence technologies raise ethical questions about data privacy, bias, accuracy and accountability. Anything can undermine user trust. Develop guidelines for the ethical use of AI, including:
- Transparency: The operation of artificial intelligence algorithms and decision-making processes should be well understood.
- Honesty: Implement measures to monitor for signs of bias in AI systems, particularly when hiring and evaluating staff.
- Responsibility: : Name the parties responsible for the AI results. Make it clear that no AI implementation will probably be allowed by third parties, no matter human oversight. Define the key judgments or decisions that can do this NO be delegated to AI.
With these steps, HR can increase an organization’s confidence in AI.
4. Training and resources
Whether AI helps your organization or has a neutral impact depends in part on how well its implementers understand it. Training sessions can familiarize employees with artificial intelligence tools, their capabilities and natural limitations, in addition to ethical barriers. Create:
- AI skills workshops demystify artificial intelligence and present a balanced view of the technology.
- Training on data protection and security measures.
- Current updates regarding latest developments in artificial intelligence.
There are few precedents for implementing artificial intelligence in the workplace. Employee training increases the probabilities that your employees will adapt to AI in a productive and responsible way.
5. Feedback loop
Your AI policy should respond to events, nice and otherwise, and evolve according to the needs of the organization and the technology itself. Create a feedback loop – channels akin to regular check-ins, anonymous surveys, or open forums where employees share experiences and express concerns.
Use feedback to motivate learning and expose emerging challenges. Challenges in particular need to be brought to light and analyzed, not buried in unread meeting minutes.
6. Compliance and regulatory standards
AI policies should be consistent with legal and regulatory frameworks inside and outside the organization. Some of those frameworks are just coming into focus, so it is important to keep an eye on latest regulations on data protection, employment practices and the use of artificial intelligence. This practice shouldn’t only reduce legal risk, but also give employees confidence that you just care about their rights and privacy.
7. Innovation and cooperation
As doubt subsides and trust grows, encourage an organizational culture that embraces AI as a tool for innovation, applied with transparency and accountability. Promote collaborative projects that engage employees in AI development, akin to pilot programs or brainstorming sessions on AI applications. Employee involvement in such initiatives can increase ownership and further alleviate resistance.
Implementing the policy framework
Once an AI policy framework is developed, its effective implementation is crucial. Some strategies for successful implementation:
- Permission to lead: Do every thing you may to get senior management to support AI policy. Out loud beliefs can significantly impact worker acceptance.
- Communication strategy: Communicate the policy to everyone through emails, intranet posts, and town hall meetings. Use real-life examples to illustrate the importance and advantages of the policy.
- Monitoring and evaluation: Establish metrics to assess the effectiveness of your AI policy over time. Track deviations from policy standards and work to determine why they occur. Regular assessments can discover areas for improvement.
As AI transforms more and more work environments, HR professionals can play a key role in guiding organizations to use AI responsibly and ethically. A comprehensive AI policy framework developed by HR can reduce worker concerns, promote transparency and increase the possibilities of success of organizational investments in AI, increasing productivity and driving innovation.
Our CYPHER Learning survey found 69% of employees want the sort of clear and practical guidance. It’s time for HR leaders to get involved. Take the challenge! Create a policy framework that advantages the organization and helps employees thrive when paired with AI. You will shape the way forward for work itself.