HR departments, though, have expressed their willingness to use software and algorithms to layoff employees.
cited by the newspaper, 98 percent of human resources leaders at American companies admitted that they will use software and algorithms to "reduce labor costs" this year — despite only half of them being confident that the tech will make unbiased recommendations.It's the darker flipside of a long-accepted practice.
"They suddenly are just being used differently, because that's the place where people have... a real... inventory of skills," Fuller said. Take, for example, a startup called Gloat: an "AI Talent Marketplace" that uses AI to connect employees to more relevant projects, and vice versa. Gloat vice president Jeff Schwartz toldthat he isn't aware of any clients using it to layoff employees, but acknowledged the need for transparency from HR leaders.
If, for example, a company has a discrimination problem causing non-white workers to leave higher on average, AI software could inadvertently identify non-white workers as a "flight risk" and recommend firing them at a higher rate, Brian Westfall, an analyst at the software review site Capterra, told"You can kind of see where the snowball gets rolling, and all of a sudden, these data points where you don't know how that data was created or how that data was influenced...
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