With more than 1 million users in the first five days of its launch, discussions and debates on ChatGPT have been trending on social media platforms for its abilities…and perceived threats.
Studies show that the intelligence potential of robots elicits fear in people. In fact, according to Towards Data Science, studies show that 34 percent of people are afraid of AI, while 24 percent think AI will be harmful for society. There are a few reasons why some humans may be afraid of AI:
Regardless of the fear or anxiety that spirals down a rabbit hole, many business professionals are asking whether or not Chat GPT is their organization’s friend or foe. So, I did what any other human resources professional did, I researched it, and posed this very question to ChatGPT: “Is ChatGPT an organization’s friend or foe?”
ChatGPT’s generated answer was: “ChatGPT can be a valuable asset for businesses in various ways, such as providing customer support, automating tasks, generating content, and even analyzing data. However, whether ChatGPT is a friend or foe to businesses depends on how it is implemented and used.
On the one hand, ChatGPT can be a friend to businesses that use it to enhance their customer service by providing fast, accurate, and personalized responses to customer inquiries. ChatGPT can also help businesses automate routine tasks, such as scheduling appointments, sending reminders, and processing orders, which can save time and reduce human error.
Furthermore, ChatGPT can be a valuable tool for content creation, such as generating product descriptions, blog posts, and social media captions. This can be especially useful for businesses with limited resources or expertise in content creation.
On the other hand, ChatGPT can be a foe to businesses that use it to replace human workers or cut costs without considering the potential negative impacts on customers or employees. Additionally, there are concerns around the ethical use of AI, such as biases in the data or the potential for misuse.
In the field of human resources or people operations, AI-powered tools and technologies can be both a fiend and a friend. On the one hand, they can automate many time-consuming and repetitive tasks, such as resume screening, candidate matching, and scheduling interviews. This can free up HR professionals to focus on more high-value tasks, such as employee engagement, talent development, and culture-building.
On the other hand, the use of AI in HR can raise ethical concerns around privacy, bias, and fairness. For example, algorithms that are not properly designed and trained can perpetuate existing biases and discrimination in hiring, promotion, and performance evaluations. Moreover, the use of AI in HR can lead to the depersonalization of the hiring process, potentially reducing candidates to data points and metrics.
Ultimately, the key to harnessing the power of AI in HR is to use it in a responsible and ethical manner. This requires careful consideration of the design, development, and deployment of AI-powered tools and technologies, as well as ongoing monitoring and evaluation to ensure that they are not having unintended consequences. Additionally, HR professionals need to be trained in the ethical and responsible use of AI to ensure that they are able to navigate this rapidly evolving landscape.”
In summary, when implemented ethically and responsibly, ChatGPT can be a valuable asset for businesses looking to improve their operations and customer experiences. According to a recent article published by SHRM, the most significant risk of using AI in HR is legal and compliance. Several states have already started the process of introducing strict legislation restricting the ways that AI can be used in people operations. Sure, predictive analytics has its merits, but AI is still too dependent on keywords. Therefore, those results might actually lack accuracy and could be viewed as discriminatory leading to all sorts of moral, legal and ethical problems.
An effective and valuable HR operation is a strategic and compilation of soft skills, quantifiable metrics, and human interactions across the operational facets of any organization. Realistically, there are no “Cliff Notes” or ChatBot app that could ever replace the true value and impact of an organic HR presence. Difficult conversations around layoffs or improving communication in the midst of “quiet” quitting phenomenon, for instance, are best done by humans to humans.
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Written by: Lois Stowe
April 24th, 2023
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