AI integration | It might be vulnerable, but bosses need to lead by example when it comes to AI

One of the major challenges HR Directors have had over the past year is knowing what, where, and how to integrate AI into the people aspect of their business. These practitioners have felt the pressure, knowing that if they integrate this technology too late, or incorrectly, they could end up lagging behind their competitors. So, what’s an HRD supposed to do?

I recently spoke to the Chief People Officer at a Canadian cloud software company Syntax Dessalen Wood, about how HR managers should be thinking about artificial intelligence (AI) as the software, and its integration, becomes increasingly important to businesses.

One of the most memorable things I took away from the conversation was her suggestion that CPOs and HRDs need to be leading by example when it comes to AI augmentation.

“In my team, we are trying to celebrate when we’re using it and take it out of that dark, shameful corner where people feel they’ve cheated,” she said. “I’ll give a personal example – our CEO asked me to come up with a relocation package, if we chose two different cities for somebody, and I put a very dense prompt of everything I wanted into our Generative AI. From this, I got all the factors I needed and a cost estimation – I just cut and paste this into an email and told him I asked our bot, and this is what it came up with.