The use of AI in the HR industry is growing rapidly in Singapore. A recent survey by Employment Hero found that 98% of HR practitioners in Singapore are already using AI tools within their HR software, and 80% of HR leaders are predicting an increase in AI in the coming years.
HR leaders are excited about the potential benefits of AI, such as increased efficiency and productivity. However, they are also concerned about the ethical risks of AI, such as bias and discrimination. The survey found that the top three concerns of HR professionals are:
- Employee privacy: They are worried that AI could be used to collect and use personal data in ways that are not transparent or ethical.
- Lack of trust and transparency: They are concerned that they will not be able to trust the results of AI-powered decisions, or that they will not be able to understand how these decisions are made.
- Lack of AI governance principles: They are worried that there are not enough safeguards in place to ensure that AI is used ethically and responsibly.
Darren Grayson Chng, a Singaporean data and tech lawyer, echoed the concerns of HR professionals. He said that there are many challenges and risks associated with the use of AI in HR, including the risks of bias, unfairness, and discrimination. He also raised the question of who is accountable for the decisions made by AI.
It is important to address these ethical concerns and HR leaders need to work with AI developers and data scientists. This is to ensure that AI systems are designed and used in a way that protects the privacy and rights of employees. They also need to put in place clear AI governance principles for fairness and transparency.