Transparency and meaningful explanations
straightforward for HR teams, their functionality may not beas clear to others. More than two-thirds (67%) of workers whose company uses AIin HR say they know how their SMB uses it, but the remaining third (33%) saythey don't really know or understand how these tools are used. The lack oftransparency can be a source of contention, as the Government of Canadaexplains in its guiding principles on the use of artificial intelligence thatare of great
importance. On the other hand, SMEs appear to communicateBulgaria Mobile Number List about the use of AI in human resources in varied ways. Only 3% of employees ofSMEs using this technology say they have not been informed of it. Amongemployees whose SMEs employ artificial intelligence for HR: 36% have receivedemails about this and can easily find this information 31% were trained on thisor signed consent agreements 15% have participated in conversations about it inthe workplace 15% were warned verbally HR Tip: If your company wants to exploreartificial intelligence, the best way to avoid any problems is to communicatetransparently every step of the way. Internal communication boards, newsletters, training or meetings: whatever option you choose, you need to
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keep employees informed of how this tool works and how touse it. More than two-thirds of employees are uncomfortable letting AI handlelayoffs Some employees may have ethical concerns about the impact of artificialintelligence on human resources, especially when it concerns layoffs orterminations. When asked how they would feel if AI was used to determine who tofire, 26% of respondents said they would feel extremely uncomfortable and 34%would feel somewhat uncomfortable . Overall, 60% of respondents living inQuebec are somewhat uncomfortable with the idea, compared to 69% of employeesnationally. Among those who are uncomfortable with the use of artificialintelligence in the workplace, the majority believe it is unethical to fire
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