Is ChatGPT the New ‘WebMD’ for HR to Contend With?
Artificial intelligence is making its mark in manufacturing, streamlining processes, boosting productivity, and improving workplace safety. But AI’s reach isn’t limited to the factory floor. Tools like ChatGPT are starting to influence how employees interact with Human Resources, raising new questions and challenges for HR teams.
Much like employees turn to WebMD for health concerns, some may now use ChatGPT and other large language models (LLMs) to address workplace issues or communicate with HR. This shift means HR professionals need to be alert to the possibility that AI might be crafting employee messages, especially on sensitive topics like leave policies, personnel data, or wage laws.
Accuracy Matters
While AI can assist in drafting communications, it doesn’t guarantee accuracy. ChatGPT’s responses rely on the data it was trained on, which can sometimes be outdated or incomplete. An employee’s AI-generated message about leave entitlements, for example, might not reflect current legal standards or company policies.
HR should carefully review such communications and be ready to engage employees in clear, fact-based discussions about applicable regulations and internal rules. This ensures misunderstandings don’t escalate into bigger issues.
Setting Boundaries on AI Use
Employers may want to remind staff about policies governing AI tool use at work. Educating employees about the limits and risks of relying solely on AI for legal or HR matters can prevent misinformation and miscommunication.
Monitoring AI’s role in employee communications helps maintain compliance and supports healthier employee relations. Balancing AI’s convenience with critical human oversight will be key as these tools become more common.
Key Takeaways for HR Professionals
- Expect employees to use AI tools like ChatGPT to draft HR communications.
- Validate the accuracy of AI-generated messages before responding.
- Keep employees informed about company rules on AI use.
- Use AI as a complement, not a replacement, for direct HR guidance.
As AI tools continue to spread through the manufacturing sector and beyond, HR teams that stay proactive and informed will manage their impact most effectively.
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