AI in the Workplace Quiz

Study Notes

IT departments are not solely responsible for the implementation and use of AI in workplaces, as generative AI tools are widely available and can support a variety of tasks across different teams.
AI can improve efficiency and assist with decision-making, but it's unlikely to completely replace all human decision-making at work, as it lacks contextual understanding, empathy, and ethical judgement.
Organisations need to decide when it is appropriate to use AI-embedded tools and ensure its use complies with local data protection laws.

Generative AI tools can automate repetitive tasks and increase productivity by creating content from existing patterns of data.
People professionals have found uses for generative AI tools, such as drafting and refining common documents like job descriptions and company policy.

AI has the potential to enhance diversity and inclusion in the workplace by reducing biases in the hiring process, accurately processing job applications, and including candidates from underrepresented backgrounds in shortlists.
However, caution is needed, as it depends on the data and program used to filter candidates, and AI models and data may need to be reviewed and fixed if biases are apparent.

Ethical considerations are essential when implementing AI in the workplace, as organisations must comply with local laws and regulations, especially regarding data protection, discrimination, and employee rights.
Having a specific generative AI policy will provide clarity on what employees can and can't use these tools for at work.

AI-powered chatbots can be used to answer employee queries, freeing up people professionals' time to work on other priorities.
However, there will always be a need for human interaction for certain queries, and it is down to individual HR teams to decide whether there are employee queries that are worth delegating to chatbots and the best way to implement them.

AI-embedded solutions can support employee engagement strategies, for example by analysing employee sentiment from open text feedback, providing insights that would take much longer to analyse manually.
AI tools are not a complete replacement for human involvement in employee engagement, but they can speed up some processes and gain insights that may have previously been left uncovered due to time restraints.

AI-embedded learning experience platforms can give employees personalised learning recommendations and identify their skill gaps.
For example, Etisalat implemented an AI-embedded learning platform to provide a personalised learning solution for its employees.

AI can support an organisation's retention strategy by predicting attrition, enabling managers to take action to identify and address concerns within their teams and provide more support where needed.
However, an overreliance on technology to spot attrition could come with risks, such as changing a manager's attitude towards their team.

AI in the workplace doesn't always lead to job losses, and the impact on employment will vary by industry and role.
In some cases, organisations may need to support people to upskill or redeploy into new roles, and generative AI tools can speed up certain tasks which may change the skills people need.