Artificial Intelligence (AI)
This article explores algorithmic discrimination - what it is and how organizations can guard against it when using AI systems to aid in recruiting, hiring and other employment decisions.
Starting in 2026, Colorado businesses that use artificial intelligence (AI) in certain employment decisions will be required to take reasonable care to protect employees and job applicants from "algorithmic discrimination."
The US Department of Labor (DOL) has released a set of principles it says employers and developers should use when applying AI in the workplace, but it remains unclear whether these principles will carry regulatory force.
This article details how employers can leverage GenAI to offer their workforces more personalized, immersive and adaptable learning experiences; optimize their training resources; bridge the skills gap and enhance employee engagement.
Employers should consider the potential ramifications, privacy and otherwise, of training AI models with employee information.
This article reviews three key focus areas leaders should prioritize while implementing a workplace artificial intelligence strategy.
From the evolving nature of artificial intelligence to possible legislation relating to leave and immigration, HR must be proactive and determine how to approach its priorities going into 2024. This resource addresses the top priorities for HR for the coming year.
The Biden Administration has released a wide-ranging executive order to formally initiate efforts to regulate artificial intelligence (AI). This article breaks down the order's most important provisions for employers and offers guidance on how to prepare.
As artificial intelligence (AI) and machine learning become increasingly embedded in recruiting and hiring processes, employers must be aware of the potential discrimination risks these tools can pose.
Resources related to artificial intelligence and its applications to HR.