Artificial intelligence (AI) tools like ChatGPT are transforming the workplace, helping organizations improve efficiency, streamline workflows and enhance the employee experience. In HR, AI can assist with tasks such as drafting job descriptions, screening applicants, supporting onboarding and answering routine employee questions. While these tools can save time and improve productivity, they also introduce legal, ethical and privacy concerns that require careful oversight.
How AI Supports HR
AI chatbots use natural language processing to understand user questions and generate human-like responses. HR teams are increasingly using these tools to automate repetitive tasks, provide quick access to policies and benefits information, assist with recruiting and create performance review content. By handling administrative work, AI allows HR professionals to focus on more strategic initiatives.
Key Risks to Consider
Although AI offers many advantages, it should not replace human judgment in employment-related decisions. Employers should be aware of several potential risks:
Employee Privacy: Employees may share sensitive health or personal information with AI tools. Employers are responsible for protecting this data and ensuring it is handled appropriately.
Employment Law Compliance: AI systems trained on biased data can produce discriminatory outcomes in hiring, promotions or other employment decisions. Employers must ensure AI use complies with labor and employment laws.
Accommodation and Workplace Complaints: AI may fail to recognize requests for accommodations under the Americans with Disabilities Act (ADA), leave requests under the Family and Medical Leave Act (FMLA), or reports of harassment, discrimination or retaliation that require prompt human attention.
Data Security: AI platforms may collect user information or store submitted data, making strong privacy policies and safeguards essential.
Confidential Information: Employees should never enter proprietary, confidential or trade secret information into public AI tools, as the information could be retained or shared.
Accuracy and Reliability: AI responses may be incomplete, outdated or incorrect. HR professionals should review all AI-generated content before relying on it for important decisions.
Employer Takeaway
AI can be a valuable resource for HR, but it works best as a support tool, not a replacement for human expertise. Employers should establish clear policies for AI use, protect confidential information, monitor compliance with employment laws and ensure HR professionals review AI-generated content before it is used. With thoughtful oversight, organizations can benefit from AI while minimizing legal and operational risks.
In the modern age of instant information, the way we seek medical advice is shifting. According to a recent poll by KFF, one in three U.S. adults now uses artificial intelligence to look up health information. While these tools offer unparalleled convenience, they are fundamentally not designed to provide medical diagnoses—a distinction that can mean the difference between timely care and dangerous delay.
The Allure of AI Convenience
For many, AI tools are the first line of defense against health anxiety or curiosity. They are available 24/7, provide instant responses, and often translate complex medical jargon into easy-to-understand language. However, this accessibility can create a false sense of security.
The most significant danger with health AI is the “accuracy gap.” AI models operate on patterns in data, not on medical logic. Unlike a doctor, AI cannot:
Perform Physical Exams: It cannot listen to your heart, palpate a sore area, or observe your physical demeanor.
Review Comprehensive History: It lacks a deep, contextual understanding of your unique genetic markers, lifestyle habits, and past medical complications.
Filter for Context: AI often provides a list of “broad possibilities.” Without a professional to filter these, a user might mistake a common tension headache for a rare neurological condition, or conversely, dismiss a warning sign of a heart attack as simple indigestion.
The Danger of “Confident” Answers
AI is designed to be helpful and conversational, which often results in very confident-sounding answers. This “authoritative tone” can be misleading. When AI provides a detailed, reassuring response, it may lead patients to delay professional consultation. In the medical world, a delay of even a few days can allow a manageable condition to worsen significantly.
If you do choose to use AI as part of your health research, follow these safety protocols:
Treat it as a Search Tool, Not a Doctor: Use AI to help find and summarize information from trusted sources like the CDC, NIH, or Mayo Clinic. Think of it as a sophisticated librarian, not a medical practitioner.
Prepare for Your Appointment: Use AI to help you draft a list of questions to ask your doctor. This turns AI into a tool for patient advocacy rather than self-diagnosis.
Consult a Physician: Always validate any health concern with a qualified medical professional. If the AI suggests a “possible diagnosis,” treat it as a conversation starter for your next check-up, not as an actual diagnosis.
The Golden Rule: AI can help you find information, but only a human professional can provide healthcare. When in doubt, skip the prompt and call your provider.
Artificial intelligence, including so-called “large language models” like ChatGPT, has rapidly become a major talking point in the press, amongst governments, and maybe even in your office!
While AI has been a subject in the background for decades, everyday web users can now engage with AI like never before.
But whenever there is a sea change in technology, it is always smart to think about the security issues. This is how you can stay safe online over the years. And no AI wrote this article – we promise!
Should I use ChatGPT or other AI platforms?
With any shiny new technology, you should consider security and privacy risks before diving in. When it comes to AI-powered language models and other services, there are a few major factors to consider when loading up AI for help at work, school, or for fun:
Don’t Hand Over Your Crown Jewels?
AI models partly “learn” from what users input into the system. Therefore, you shouldn’t put any information into an AI model you want to keep private, from your company’s proprietary computer code to sensitive information about your family.
Prompting Isn’t the Same As Creating
When it comes to your child’s homework or perhaps your own work endeavors, know that putting a query to AI and then copy/pasting the results isn’t the same as doing the work yourself. Also, if you are asking a fact-based question to an AI model (like “what atoms are in a water molecule?”) you need to fact check everything, because these models have become infamous for giving very confident but very wrong information in many situations. Other times, people have noted that AI models produced bizarre – and sometimes creepy – responses suggesting that the model had a mind of its own, which have been deemed “hallucinations.” We say it’s best to look at AI models as tools: they can help you get the work done, but we think you’re more talented than a machine!
Privacy Concerns
There are many concerns over how AI models scrape the web, from how these programs utilize the creations of artists and writers to what sort of personal information they know about us. Many experts are worried that it is collecting data on children, for example, and how these services can alert people about sharing their data remains an open question. In many cases, your chats with an AI are not private – the company can see what you input, even if it is anonymized. Carefully read the privacy notices of any AI service you use and ensure that you are okay with sharing the data it collects.
Bad Guys Also Use AI
Another trend is the rise of cybercriminals using AI to get better at their crimes. There is evidence that bad actors are using AI to craft more deceptive phishing emails and help develop malware. When there is any big disruption in tech, take it as a good time to review your cybersecurity basics: use strong passwords, take advantage of password managers, and enable MFA for all accounts that allow it.
Artificial intelligence (AI) is creating a swirling sense of anxiety, depression, excitement, and joy all at once. Many people want to use AI to make their work easier, to become more efficient. However, they are also fearful that the robots may replace them.
Human Resources professionals have an obligation to prepare the workforce for a future in which AI is at the center. At the moment, the job requires calming people about their concerns and devising a clear and credible game plan for AI as tool and threat.
Recently, HR Exchange Network asked respondents on Terkel.io to share how they are working with their teams to understand AI’s role in the workplace. Here is what business and HR leaders had to say:
Create a Culture of Continuous Learning
“To prepare employees for the more extensive use of ChatGPT and other AI and automation tools that may replace some of their work, I focus on encouraging them to become lifelong learners.
I also intentionally use language about adaptation versus replacement, clarifying that my team’s jobs will evolve rather than disappear. I want to arm them with the skills they need to stay current in this ever-changing world.
For instance, I firmly believe in providing courses about advanced analytics, machine learning algorithms, and data science so employees can understand what is happening under the hood of new technology. This helps our team develop a better understanding of how these systems operate and may help them gain more meaningful roles as the development of artificial intelligence grows.”-Carly Hill, Operations Manager, Virtual Holiday Party
Integrate AI into Work Functions
“The extensive use of ChatGPT and other AI and automation tools is inevitable in the future of work. We, as a company, have been proactively preparing our employees through continuous learning and development programs.
We have integrated AI tools into our workflows to reduce manual workload and make operations more efficient. Our employees are encouraged to learn and explore these tools, and we have offered training sessions to upskill them on how to use AI tools and automation software.
We emphasize that AI and automation do not necessarily replace their job functions, but rather enhance their productivity and efficiency. We assure our employees that we are committed to their growth and will support them in adapting to the latest technologies to build a better future for our company.”-Jefferson McCall, Co-founder and HR Head, TechBullish
Use AI as a Tool
“We believe that the rise of AI and automation tools like ChatGPT represent an evolution of work rather than a replacement of human effort.
We make it clear to our employees that while AI is powerful, it doesn’t replace the unique human skills they bring to the table. Creativity, critical thinking, emotional intelligence, and nuanced understanding of complex issues are irreplaceable human strengths.
We’re also investing in training programs to help our employees understand and work alongside AI tools. The goal is to upskill our workforce, enabling them to use AI to augment their capabilities and improve productivity, rather than viewing it as a threat.
We see AI as a tool that can take over routine tasks, thereby freeing up our team members to focus on more complex, creative, and strategic aspects of their roles.”-Bowen Khong, CEO, GameDayr
Use AI to Enhance Efficiency
“We are training our employees to use ChatGPT and other AI and automation tools and to take advantage of these new technologies to increase their productivity. We are emphasizing to employees that these tools represent an opportunity to do more meaningful work and to improve their skills.
We are also emphasizing that these tools are not a replacement for employees, but rather an enhancement that can help them be more successful in their roles.”-Ranee Zhang, VP of Growth, Airgram
Be Honest: Robots Will Replace Some
“To prepare for the possible effects of AI and automation on their workforce, businesses should anticipate potential job losses because of automation and develop strategies for relocating affected workers.
To help workers adjust to shifting work requirements and schedules, businesses can consider offering alternatives like job sharing, flexible schedules, and remote work.
However, AI might also be investigated for its potential to supplement and improve the job of existing employees rather than replace them.
Data research, AI development, and automation engineering are just a few of the fields where AI is spawning new employment opportunities. These positions call for expertise in great demand, yet may be hard to fill.”-Aleksandar Ginovski, Career Expert, Resume Expert, and Product Manager, Enhancv
Consider Tools to Simplify AI
“While we are preparing our team for the inevitable integration of ChatGPT’s AI, we also want them to understand that companies are bringing out easier-to-use tools that make ChatGPT significantly easier to use.
Right now, many of those tools are glitchy and not all that helpful, but some are proving to be extremely powerful. So at our company, we are paying attention to the integration tools as much as the AI.”-Jason Vaught, Director of Content, SmashBrand
Embrace Artificial Intelligence
“For years, I have said to my students and employees to embrace technology and keep up with it. I have seen the difference that being tech-savvy (and the efficiency that comes with it) makes in hiring and layoff selections.
ChatGPT, AI, and automation are fascinating to me, not just for what they do but for the conflicting emotions they bring—fear and excitement. I see them more as how they help us leverage the unique skills our employees bring and let these tools enable us in our work. I contend that a core competency for the future of employees’ work will (it already does) require and demand a mindset for change.
Taking a less fatalistic view of technology, understanding and learning how it can help us, and using it helps diminish that anxiety, helps employees learn the technology, and start or continue their journey to embrace it.”-Patty Hickok, SPHR, GPHR, SHRM-SCP, Sr. Director Employee Relations, HRIS and HR Operations, NANA Regional Corporation
Be Transparent
“If you’re establishing a position for AI in your workplace, then it’s important that you let your employees know about AI and how it could affect their current positions. This is especially important for older employees who might need to be more adaptable to this type of technology.
Talk to your employees about the fact that AI and the range of automation tools are here to stay—and it’s only going to get bigger in the future. If your employees may find their positions at risk in the long run, tell them and be honest. This would allow employees to make important decisions, such as whether they want to stay in the career path they are in right now or rather want to move to a different career line.
At the same time, empower employees and show them how AI can be used alongside them in the workplace.-Joe Flanagan, Founder, 90s Fashion World
Stay on the Cutting Edge
“While AI and automation can replace some marketing tasks, they will not replace marketing employees altogether. Instead, AI and automation will free up marketing employees to focus on more creative and strategic tasks.
We are working on educating employees about the benefits of AI and automation. AI and automation can help marketing employees to be more productive, efficient, and effective.
Then, we move to help employees develop new skills. As AI and automation take over some marketing tasks, employees will need to develop new skills to stay relevant in the workforce. Some skills that will be in high demand include data analysis, creativity, and strategic thinking.
And finally, we are creating a culture of continuous learning. The marketing landscape is constantly changing, so creating a culture of continuous learning within your organization is important. This will help employees to stay up-to-date on the latest trends and technologies.”-Brenton Thomas, CEO, Twibi
Get Smarter with AI
“In the SEO industry, we’re preparing for AI tools like ChatGPT by integrating AI literacy into our training programs. Our teams are learning to use AI for deeper keyword research, smarter content optimization, and predictive SEO analytics.
We also encourage employees to develop soft skills like strategic thinking and creativity, which are vital in interpreting and leveraging AI-driven insights.”-Jaya Iyer, Marketing Assistant, Teranga Digital Marketing
Embrace Humanity
“I think it’s important that we don’t frame AI as the enemy; rather, it is going to be helpful across all industries and help with all sorts of tasks. But AI will not replace the human experience, and we need to set the understanding with employees that at the end of the day, AI can help increase the greater good in a business setting.
Given the value ChatGPT has already brought, AI will continue to present itself as intelligence that can be used universally. Rather than creating stigmas, managers should be continuously trying to answer the question: ‘What can AI do to help my current business processes, and how can my employees make AI-driven processes the best they can be?'”.-Ryan Igo, Revenue Marketing Manager, Surety Systems
Think of AI as an Ally
“Our message is clear: AI is not here to replace our employees but to assist and enhance their work. We emphasize that staying ahead means embracing these advancements. We encourage employees to view AI as a powerful ally that can streamline tasks and create new opportunities for growth and innovation.
By fostering a culture of continuous learning and reskilling, we empower employees to harness AI’s potential while emphasizing the irreplaceable value of their unique skills, creativity, empathy, and problem-solving abilities.”-Marco Genaro Palma, Co-founder, TechNews180
The hardest thing about the future of work is defining the concept. The chief reason has to do with change. It’s constant with new technologies coming online at an increasing pace and changing the way people complete their work.
If the data is to be believed, what HR knows about work is quickly disappearing. Korn Ferry predicts by 2030 a global human talent shortage of more than 85 million people will exist. That’s an astonishing prediction, but changes are expected well in advance of that year. Forty percent of today’s Fortune 500 companies, according to Deloitte, won’t exist in 2025. Additionally, the World Economic Forum predicts 133 million new jobs will be developed by 2022 through artificial intelligence.
For HR, this data points to a very clear path: prepare your company now for the work of the future.
“The fact is we can guess all we want, but we can’t ever truly know what the future holds,” excites Granite Group chief people officer Tracie Sponenberg.”
Despite all the difficulty in defining the future of work and some of the concerns that come with it, Sponenberg said there is some excitement to be had. Other HR professionals agree.
“What excites me most are the new technologies that are going to support employees in making leaps in speed, agility, efficiency, productivity and overall performance,” Andrew Saidy said.
He’s the vice president of talent digitization, employer branding and university relations for Schneider Electric. As the digital transformation of HR continues, we’ve certainly seen advancements in those specific areas. Employees are using more tools that are either digital in part or completely so. Both help employees increase efficiency which leads to an increase in productivity and performance. Technology has also allowed companies to be agile in their approach to work.
GE Healthcare head of global digital learning Christopher Lind agrees with Saidy saying technology helps organizations break all the rules when it comes to connecting, collaborating and experiencing work. Even so, he acknowledges there is still some fear around technology.
“Instead of being afraid of machines taking our jobs, I believe we should be excited that machines can do the rudimentary things we waste so much time doing, so we can focus on the higher order things that really drive us,” Lind said.
Learning and Development
Despite Lind’s statement, there is still some concern around the potential loss of jobs to technology solutions — specifically around artificial intelligence and automation.
It might surprise you to know that’s not an uncommon feeling to have. There have been concerns about technology taking away jobs since the First Industrial Revolution in the early 1900s. Here we are 100 or more years later entering the Fourth Industrial Revolution and we’re experiencing similar concerns. While that’s an understood feeling, HR needs to help move the workforce away from this type of concern and focus more on skilling accordingly… what is, sometimes, referred to as future-proofing skills. That’s really the name of the game.
During this particular revolution, new industries and roles will be created. Forrester predicts robots, AI, machine learning and automation will create 9 percent of new jobs by 2025. Some of the new jobs expected to be created include:
Robot monitoring professionals
Content curators
Data scientists
Automation specialists
Naturally, some will go away. By 2025, Forrester also predicts those same technologies will replace 16 percent of US jobs. Most of the impact will be felt on office and administrative support staff roles as well as roles where workers have a low amount of formal education – the so-called “at-risk jobs”. Learning new skills and building on existing competencies will be crucial to companies wanting to remain competitive in the current climate. The challenge there lies in trying to figure out which skills your employee will need.
The data provided gives HR some indication on where to begin. With more robot, artificial intelligence, automation, and other related jobs expected in the future, employees should start building their knowledge and skill base now.
While it seems daunting, there is some good news. A World Economic Forum and Boston Consulting Group report says “95 percent of at-risk U.S. workers could be successfully retrained for jobs that pay the same as or more than their current positions and offer better growth prospects.”
So How Does HR Move Forward?
Taking employees off-line for weeks to train is pretty much a “no go” at this point in the game. Learning and training almost have to be conducted “on the job” in reality. This isn’t just a need. Many employees actually prefer learning on the job. Keeping up workflow and productivity is important to the continued success of the business. Different companies are using different methods to accommodate this need.
Walmart, for instance, has automated tasks at their stores such as customer checkout. That means associates have more time to train on a multitude of concepts including customer service.
The department store giant is using virtual reality to simulate different issues their associates will experience during their employment. For instance, VR is being used to simulate Black Friday rushes.
AT&T is taking a different approach. The company has instituted a program called “Future Ready”. Essentially, the $1 billion, web-based initiative includes online courses through a myriad of vendors and universities. This allows employees to figure out what skills they need and train for the jobs the company needs right now and will need in the future. Their online portal, called Career Intelligence, allows workers to see available jobs, the skills each requires, the suggested salary and whether or not the area is expected to grow or shrink in the future. It is career pathing at its best and allows employees to figure out how to get from where they are now to where they want to be and the company needs them to be in the future.
By Mason Stevenson
Originally posted on hrexchangenetwork.com
