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Australian workplace researchers have issued a warning on where HR should avoid using AI-powered tools to assist decision-making, and outlined where it can be most useful, with lower ER risks.

In their paper on the implications and challenges of using generative AI-driven tools in an employment context, Australian academics Greg Bamber (Monash University) and Ashish Malik (The University of Newcastle) note that fairness, accuracy, transparency, trust, and the ability to discuss matters person-to-person are important aspects of ER, and suggest employees will likely feel "alienated" if they infer that they are being managed or represented by technologies or algorithms.

Innovations in the field "should involve human oversight and intervention, using practices such as verification and independent moderation of the input data" to ensure "quality, accuracy, compliance with the law, collective agreements/contracts, and ethical behaviour", Bamber and Malik say...