Why HR Should Treat AI Like a Baby Tiger
AI applications often appear friendly and approachable, but HR teams must ask tougher questions about how this technology is integrated and managed. Noelle Russell, former Alexa developer and chief AI officer at the AI Leadership Institute, compares AI in organizations to a baby tiger—cute and seemingly harmless at first, but with potential risks if left unchecked.
AI’s Role in the Workplace
AI offers a chance to handle neglected tasks, freeing up time for meaningful work. Russell points out that AI can help organizations address long-standing backlogs and challenges once considered too expensive or complex. Even the threat of layoffs may be mitigated with better use of AI tools that identify employee strengths and opportunities for growth before making tough decisions.
One example she shared is “intelligent failure discovery,” a technology that tracks employee habits, training choices, and interests to help companies redeploy talent more effectively. This approach helps HR see potential where it might otherwise be overlooked, potentially reducing unnecessary layoffs.
From Tools to Teammates
Russell describes a future where managing AI agents—digital coworkers with email addresses and meeting roles—is part of HR's job. These AI agents operate in "swarms," collaborating similarly to human teams. The shift means AI is no longer just a tool but a participant in the workplace ecosystem.
Questions HR Must Ask
Russell urges HR professionals to treat AI like a baby tiger, asking critical questions early on:
- How helpful can AI be in our specific context?
- What harm might AI cause, intentionally or unintentionally?
- How reliable and honest is the AI’s output?
- What are the limits of AI's growth and influence within the company?
Ignoring these questions risks allowing AI to grow unchecked—“baby tigers become big tigers,” Russell warns, “and big tigers kill people.” The responsibility to manage AI ethically and effectively falls heavily on HR, especially as technology and human teams become more intertwined.
Practical AI Integration Examples
At a recent Workhuman event, a success story was shared about AI developed during a company hackathon. Call center employees, stressed by managing dissatisfied customers, collaborated with engineers to build an AI that instantly summarizes customer information when their phone number is recognized. This tool reduces hold times and lets employees focus on empathetic communication rather than data retrieval.
This case highlights how AI can support human strengths instead of replacing them. HR can encourage similar experimentation within their organizations to find AI solutions that improve employee and customer experiences.
Encouraging Safe AI Use in HR
Organizational psychologist Adam Grant advises HR leaders to provide a variety of AI tools, promote learning and experimentation, and create channels for sharing results. This approach helps teams understand AI’s capabilities and limits firsthand, building a foundation for responsible use.
HR’s role is critical in shaping AI’s impact on the workforce. By asking the right questions and fostering collaboration between technology and people teams, HR can ensure AI supports employees rather than undermines them.
For HR professionals looking to deepen their AI knowledge and skills, exploring specialized training can be valuable. Resources such as Complete AI Training’s latest AI courses offer focused content to help navigate AI integration thoughtfully and effectively.
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