Singaporean HR leaders have expressed concerns about the ethical use of artificial intelligence (AI) in HR practices, despite embracing the transformative potential it offers. According to a report by HR tech platform Employment Hero, 65% of HR leaders in Singapore are worried about the ethical implications of using AI in their HR systems.
Surprisingly, the report also revealed that 98% of Singaporean HR leaders claim their HR systems already leverage AI, and 83% agree that AI can save them time and facilitate their job. This demonstrates that while they acknowledge the benefits of AI, they are also acutely aware of the potential risks and challenges it brings.
The transformative potential of AI in redefining the role of human resources is a source of excitement for 77% of Singaporean HR leaders. The top benefits they anticipate include improved employee self-service, enhanced employee performance and productivity, increased speed and efficiency, and enhanced HR analytics.
AI advancements have already been utilized by HR leaders in Singapore to streamline processes. They are using AI to identify and report on employee data trends, create HR content, automate tasks with AI models, and monitor compliance. This not only saves time but also allows HR professionals to focus on more people-centric aspects of their job and revenue-driving initiatives.
However, there are concerns surrounding the use of AI in HR practices. The most cited concern is employee privacy, followed by a lack of trust and transparency, and the need for AI governance principles. HR leaders in Singapore also expressed caution about further experimental development of AI in the HR space, with 73% agreeing that ambitious AI developments should be paused.
Kevin Fitzgerald, Managing Director Asia at Employment Hero, emphasized that AI should not replace the human elements of people management but rather serve as an assistant in HR processes. He believes that AI should be used to streamline manual and tedious tasks, freeing up time for HR professionals to focus on more people-centric aspects of their job and revenue-driving initiatives.
To successfully reap the benefits of AI while mitigating threats and concerns, Fitzgerald suggests that employers prioritize education and facilitate learning within their workforce to ensure ethical and successful use of AI. He believes that when used successfully, AI can support businesses in many ways and allow employees to spend more time on tasks that still require a human touch, such as people management, recruitment, and company culture.
In conclusion, Singaporean HR leaders are both excited about the transformative potential of AI in HR and concerned about its ethical use. While AI can save time and streamline processes, it should not replace the human elements of people management. To harness the benefits of AI, employers must prioritize education and learning, ensuring ethical and successful implementation. By doing so, HR professionals can focus on tasks that require a human touch and drive profitability for their organizations.
