The AI ​​already decides who says goodbye to who ascends in many companies

We are seeing the first indications of how AI is going to Transform the future of employmentalthough that does not imply that I will take it out. Newly graduated to which the possibilities of learningprogrammers converted into operators of a assembly chain of Software generated by AI either Chatbots interviewing you To hire you in your next job. In this new transformative role, AI is also having A leading role In employment, although not as you think.

According to A survey carried out by the Employment Services platform summarizes Builder, managers are asking the AI ​​who should say goodbye.

The new glass ball. A survey conducted at 1,342 Business Managers in the US has revealed that 60% of them trust AI to make human resources decisions in their companies. 78% of respondents ensure that IA decides which employees receive salary increases in their company, 77% indicate that AI chooses those who are rising, and 66% consult who should say goodbye.

Taking into account the AI ​​skills In business managementmaybe it’s adventurous to leave In the hands of generic models Talent management, but 53% of respondents ensure that he asks Chatgpt what employees say goodbye to who ascend. 29% claimed Use co -pilot and 16% left the fate of its employees in the hands of Gemini.

Without training or training. As in other areas, two thirds of managers who use AI for a task as delicate as equipment managementhas not received any training For the use of AI. Only 32% say they have received the necessary training on the ethical use of AI in personnel management.

To complicate things a little more, around 20% of managers ensure that it lets the AI ​​have the Last word in decisions about who says goodbye or who ascends without mediating human intervention. However, the vast majority of them are willing to intervene if you do not agree with the decision made by AI.

Confirmation bias. According to Stacie Haller, Main Professional Advisor of Sumume Builder, it is risky to leave the weight of important decisions in the hands of AI without adequate training. “While AI can support data -based information, it lacks context, empathy and criteria,” the authors of the survey indicate in their report.

Such and as he published he New York Magazinethe main problem of the general models as chatgpt, is that They are flatterers by nature. That is, they seek to please the user at all costs, although this implies altering the results. That implies that, for a lot of neutrality and objectivity that managers want to obtain in their decisions by saying goodbye to employees, AI will take into account their personal preferences, reinforcing their confirmation bias, although the choice is not the best for the company.

Tantling the land for AI. As they have revealed the survey data, 46% of the managers who use the management of their teams have been commissioned to evaluate whether IA could replace a position that an employee was carrying out. 57% considered that there was the possibility of applying AI to automate those tasks, and 43% carried out That replacement.

However, although some profiles may have succumb to the first automation traces, there are still many other managers that see AI as a very useful tool as support in equipment management. 97% of respondents claim performance evaluation of your team or to elaborate strategies with which to improve that performance, but always supervising the results proposed by AI.

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Image | Unspash (INNN agency, Emiliano Vittoriosi)