. If a company doesn't treat minority employees well, for instance, and many of them quit, the AI might predict that other minorities are likely to quit as well. And this could potentially put these employees at higher risk during the next round of layoffs.
"You can kind of see where the snowball gets rolling," Westfall said,"and all of a sudden, these data points where you don't know how that data was created or how that data was influenced suddenly lead to poor decisions." Due in part to these concerns, only 47% of the HR leaders surveyed by Capterra said they were"entirely comfortable" using AI to make layoff decisions. A majority said they weren't"completely confident" in the quality of their employers' data.
As companies embrace new AI tools, those in positions of power will continue to be faced with the question of how much of a role AI should play when making key decisions. Some, however, have expressed optimism that the right balance can be struck. "What AI is able to do is use pattern recognition to help with insights so we can make better decisions," Amy Wright, managing partner of talent and transformation at IBM Global Business Services,This article corrected a misspelling of Capterra's company name.Subscribe to push notifications
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