EU AI Act - Impact on HR

The European Union's Artificial Intelligence Act has sweeping guidelines for the use of AI, with significant implications for human resources management. Key points every people leader should understand:

Ensuring non discrimination: Based on training data AI may enforce bias. AI systems must ensure decision are done bias free and protecting human rights and law.
Restrictions on Intrusion: AI systems designed to track worker interactions, measure emotional states, or create behavioral scores could face strict limitations. AI to measure employee sentiment live by analysis communciations between co-workers are likely to be prohibited.
Defining 'High-Risk' AI: AI applications used in recruitment, performance evaluation, promotion decisions, and task allocation are likely to be classified as high-risk.
💡Practically the following AI applications but not limited to need to be carefully reviewed: Job Matching, CV screening, Training Access & Recommendation, Performance Analysis, Shift planning 💡
Mandating Transparency and Human Control: High-risk AI systems must be explainable, subject to human oversight, and open to appeals from affected individuals.