HR’s Biggest AI Fears and How to Solve Them Fast | 2-Minute Video

There’s nothing to fear, but … AI.

Artificial intelligence has given HR new tools to work smarter and more efficiently. It’s also created some AI fears.

Those include — but aren’t limited to — data breaches, cyberattacks, and simple, but embarrassing, mishandling of employee information.

What’s Up in This Episode: Overcoming AI Fears

In this episode of HRMorning’s 3-Point, our expert, Jason Albert, Global Chief Privacy Officer at ADP, shares insight on the biggest AI fears for HR, plus solutions on how to avoid or overcome them. He even gives us details on groundbreaking laws around AI in HR.

Click, watch and listen for more details on using AI in HR and overcoming the AI fears that come with adoption and increased use.

Transcript (edited for clarity):

You have lots of employee data. And that’s kind of scary.

Every day brings new threats of data breaches or cyberattacks.

And then there’s artificial intelligence. While it helps us work, AI presents some issues for HR when it comes to employee data.

Jason Albert, Global Chief Privacy Officer, ADP: I think another thing to think about is the increasing use of personal data in AI, whether that’s to power generative AI or to use to train or get results from predictive AI engines. You’re going to see an increased use of personal data in AI products and services that HR professionals need to think about as those are deployed in their companies.

So it’s more important than ever to secure employee data. Equally important is making sure employees know what you do and will do with their personal information. California leads the way on data protection laws.

Albert: Yes, the laws are designed to give you protection. They’re designed to make sure that you know what data is being processed about you, how your employer is going to use it, who they’re going to share with, give you an opportunity to have access to it so that you can see what’s there if they no longer needed to make sure that they’ve deleted it. So it’s really designed to give you sort of a set of rights that make sure that your information is processed fairly and with your knowledge.

Of course, not all businesses and employee data is protected by law. It’s your responsibility to keep it safe. And that starts inside the workplace.

Albert: And so just as you want to control who you share it with externally, even within the company, you want to make sure that your systems are designed to make sure that data is only shared with those who have a real business need for it. 

So to take the fears out of employee data breaches:

• Pause. Before you turn to AI for help, consider the information you’re putting into AI. It’s practically open for public access once you make the query.
• Protect. Let employees know how you use their personal data and what you do to keep it protected.
• Prevent. Design systems that limit who can access employee data.

Employees count on you to keep their data private. Ensure it stays that way for their protection and yours.

More Resources for AI in HR

HR is one of the areas that has been most impacted by AI.

We’ve covered AI extensively on HRMorning. Here, you’ll find more resources:

• Trump Order Aims to Reshape AI: How the Strategy Will Impact HR’s Role
• Are You Ready to Train Employees for an AI-Driven Future?
• 3 Ways AI Can Reduce Employee Attrition
• Recruiting & Hiring AI Talent: 5 Things HR Needs to Know Now
• HR Compliance in a World of GenAI: 6 Important Questions
• Responsible Transparency in the Era of AI: 5 Important Keys
• HRMorning Podcast Voices of HR: Episode #9: Workplace Diversity: How Artificial Intelligence Can Help Drive DEI Success