HR Leaders Warn Against Blind Trust in AI Tools
Human resources professionals are adopting AI for routine tasks but remain cautious about accuracy and over-reliance, according to interviews with HR leaders at major organizations.
Melissa Fairman, vice president of human resources at Baldwin Wallace, uses Claude AI to build dashboards and tracking tools. But she encountered a calculation error when testing the system, prompting her to question its outputs.
"You really have to question where the data comes from," Fairman said. She warned that some users accept AI outputs without verification, copying and pasting results without critical review.
Brian Gash, an HR manager with 13 years of experience, said AI proved useful mainly as a research tool. When he used it to draft policies, the output required substantial manual revision.
"We couldn't just take whatever came out of the AI systems," Gash said. "It still required a lot of manual intervention."
Gash flagged a specific risk in HR work: employment regulations shift frequently and vary by state. Using unverified AI-generated policies could create compliance problems.
Both professionals acknowledged AI's value for certain tasks while emphasizing the need for human oversight. The gap between AI's output and usable work product remains significant in HR operations.
For HR professionals implementing AI tools, resources on AI for Human Resources and AI learning paths for HR leaders can help develop practical strategies for safe adoption.
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