AI in the Workplace: Asset or HR Headache?

AI in the Workplace: Asset or HR Headache?

by Lisa Odalen PHR, SHRM-CP, on January 25, 2024
The future is here, and the popularity of AI in the workplace is rising. Some companies are quick to hop on the latest AI trends, while others are a bit more skeptical of the new technology.

AI in the workplace may not be as scary as you think. There are several ways that AI can be helpful in your daily tasks. It can be a harmless way to increase productivity and make processes more manageable when used correctly. But, like any new technology, some risks are associated with integrating it into your business processes.

Below, we have addressed some common questions and concerns about AI in the workplace.

What is AI?

AI (artificial intelligence) is a computer science that mimics human intelligence to perform tasks like learning, reasoning, and problem-solving. Research around AI began with a simple remote-controlled mouse in the 1950s and has since soared into tools we know today like Bard and ChatGPT.

You may not realize how much AI is used in your daily life. Email spam filters, bank fraud detection, GPS travel time predictions, and facial recognition are all examples of AI-aided functionality.

Recruiting and Hiring

SHRM says, “HR professionals were early adopters of AI, using talent acquisition programs to source, recruit, evaluate and communicate with candidates with great efficiency.” These programs help to streamline the recruiting and hiring process, but there are some things that need to be considered when relying on AI programs.


AI uses public information to sift through potential candidates and give you the best matches for your specifications. There are also AI programs that can screen resumes based on skills, qualifications, and experience, leaving you with a narrowed list of candidates. It is essential to oversee these processes to avoid any AI bias and ensure that AI is being used responsibly and ethically.


AI programs use machine learning models to further their intelligence. These programs can, inadvertently, be discriminatory against age, gender, or race from historical data, which is known as AI bias. Decisions using the algorithms can be partial if they are not carefully crafted. The best way to overcome AI bias is to have human review and guidance.

Onboarding and Training

The onboarding process can be stressful for new employees. They are given stacks of information, policies, and processes and are expected to grasp them well.


AI programs can smoothly guide new hires through necessary forms while introducing them to the company in a smooth and organized fashion. When it comes to training employees, AI can create personalized training to ensure the employee meets their training goals.

Relying on AI to breeze your employees through the training process can take away the interpersonal connection. Creating relationships with coworkers is essential to any company’s work culture. It is important to balance the use of AI training programs and human interaction.

Performance Reviews and Workforce Planning

Throughout the year, AI can analyze and track employee performance. Whether these are unfinished tasks, peer feedback, or other metrics, AI can translate this data into a report at the end of the period.


This technology allows for a more profound review process and a focus on strengths and weaknesses. When planning for the new year, this information allows you to find any skill gaps and opportunities for training in your team.


AI can only measure so much. While numbers and goals are important to performance reviews, it cannot calculate critical thinking skills, how an employee works with others, etc. AI’s lack of emotional intelligence can fail to create a performance review that considers things other than analytics.


There will always be new technology or skills that your team needs to master. By recognizing the skill gap that can set an employee back from performing their tasks, a skill gap analysis will help tailor the training process.


AI can perform the skill gap analysis that will be helpful when your employees are developing new skills or when assessing your employee skills inventory. Your employees are your best resource when closing the skill gap, and AI in the workplace is a great way to avoid the skills crisis.


New technology is constantly evolving, and companies will always be in the learning stage. This can make some employees feel uneasy about the idea of job displacement by AI. Employees fear that task-repetitive jobs will eventually be overtaken by AI software. While a valid concern, AI technology just isn’t there yet. AI can help simplify those mundane tasks, leaving more time for strategic and conceptual work.

Addressing Common AI Fears

With new technology being released daily, it can be hard to keep up. The fear of the unknown can lead companies to frown upon incorporating new technologies into everyday practices. The best way to overcome the fear is to stay educated on the risks and best practices when dealing with new technology in the workplace.

Data and Privacy

A breach of private company data is a genuine concern for most companies. The best way to mitigate a breach is to have robust security systems. Multi-factor authentication methods and security audits can help ensure that your private information is not vulnerable to AI. Another way to avoid a breach of information is to ensure your employees are not including sensitive information when using an AI program.

The real dangers of using AI will come from improper employee usage. Ensuring your employees are adequately trained and up to date on the latest AI standards within your company is the best way to mitigate any potential risks.

Policies and Procedures

If your company is using AI, it is important to discuss AI procedures to implement AI ethics and oversight policies with all stakeholders. Determine limitations on AI usage and give guidelines to your employees. Because AI is still in its infancy, your company should always be prepared to adapt to future advancements.
Typical fears of AI in the Workplace are easy to overcome if you stay educated on the topic. When implementing AI programs into your daily work routines, human guidance and knowledge of the programs are necessary.


The machine learning model allows AI programs to take in all information publicly available online and use it to generate responses. When you ask a chat program a question, its response is calculated based on data it has found online. It is essential only to use these types of programs as a guide when writing to avoid any unwarranted plagiarism and to fact-check any information. As a rule of thumb, never use what is generated as is. Always be sure to rewrite the information in your company’s tone and voice and to include personalized references and data.

Please note: Landrum has a corporate AI usage policy and training measures in place to protect confidential information. Please direct any questions to
Lisa Odalen PHR, SHRM-CP

Lisa is currently the Director of Relationship Management and Human Resources for LandrumHR. She has worked in strategic human resource development and change management with more than twenty years of experience in the Professional Employment Organization (PEO) industry. Lisa specializes in partnering with organizations for improved employee engagement, culture centricity, internal collaboration and strong people leadership. Lisa’s relationship management and client partnerships focus on aligning business objectives to maximize overall profitability. Lisa believes "If your people engagement is fostered and nurtured within your culture internally, this will drive your external results."

View more blogs by Lisa Odalen PHR, SHRM-CP