{"id":18632,"date":"2023-11-30T11:40:06","date_gmt":"2023-11-30T11:40:06","guid":{"rendered":"https:\/\/hrfactory.ee\/?p=18632"},"modified":"2023-12-06T13:13:30","modified_gmt":"2023-12-06T13:13:30","slug":"meet-up-artificial-intelligence","status":"publish","type":"post","link":"https:\/\/hrfactory.ee\/en\/meet-up-artificial-intelligence\/","title":{"rendered":"Meet-up Artificial Intelligence"},"content":{"rendered":"\n

HR factory Meet-up on the Topic of Artificial Intelligence<\/h1>\n\n\n\n
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Five experts shed light on the topic of artificial intelligence from different angles at the last HR factory Meet-up.<\/p>\n\n\n\n

From legal aspects to AI in recruiting, possible fields of application of AI for individuals to prejudices of AI and very specific AI technologies, our speakers led us through a stimulating and entertaining afternoon. In our blog, we provide an overview of these topics and their most important aspects.<\/p>\n\n\n\n

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Contents<\/strong><\/h2>\n\n\n\n
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  1. Legal Aspects of AI Use (Christoph Arndt)<\/a><\/li>\n\n\n\n
  2. AI in Recruiting (Boris Spiegl)<\/a><\/li>\n\n\n\n
  3. Wide Range of Possible Applications for AI (Moritz Steinbach)<\/a><\/li>\n\n\n\n
  4. Generative AI & Bias (Anke Haas)<\/a><\/li>\n\n\n\n
  5. AI in Practice (Palina Koval)<\/a><\/li>\n\n\n\n
  6. Conclusion<\/a><\/li>\n<\/ol>\n\n\n\n
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    1. Legal Aspects of the Use of AI (Christoph Arndt)<\/strong><\/h2>\n\n\n\n

    In “AI and employment law”, Christoph Arndt focuses on the legal implications of AI use. He explains the legal definition of AI, based on the AI Act of the European Parliament, and its relevance in the Works Constitution Act. One focus is on generative AI systems such as language learning models and their challenges in terms of accuracy and reliability. Arndt discusses data protection aspects in detail, particularly in the context of the GDPR, and sheds light on the role of AI in the execution of work. It emphasizes the importance of the works council’s co-determination rights, especially when introducing new technological methods and systems.<\/p>\n\n\n\n

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    2 AI in Recruiting (Boris Spiegl)<\/strong><\/h2>\n\n\n\n

    In his presentation “Man and Machine”, Boris Spiegl highlights how AI can revolutionize recruiting. He outlines the challenges of the skills shortage and the often lengthy time-to-hire. Spiegl shows how AI tools such as chatbots, keyword analyses and intelligent applicant management can make the recruitment process more efficient. At the same time, he warns of the risks such as potential discrimination, a lack of transparency and the loss of interpersonal interactions. He emphasizes the importance of using AI responsibly and in line with corporate values to ensure fair and transparent recruiting processes.<\/p>\n\n\n\n

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    3 <\/strong>. Diverse Application Possibilities of AI (Moritz Steinbach)<\/strong><\/h2>\n\n\n\n

    Moritz Steinbach’s “KI – Blick \u00fcber den Tellerrand” opens up a wide range of applications for AI in HR. He emphasizes the need for initiative, perseverance and fearlessness in dealing with AI. Moritz illustrates how AI can be used in the research and planning of HR guidelines and processes, in text and image generation for communication and marketing as well as in process automation and the analysis of data and documents. He emphasizes the importance of being mindful of possible areas of AI application in everyday working life in order to optimize existing processes and develop new projects.<\/p>\n\n\n\n

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    4. <\/strong>Generative AI & bias (Anke Haas)<\/strong><\/h2>\n\n\n\n

    In her presentation on “Generative AI & Bias”, Anke Haas will focus on the bias of algorithms and its effects. The algorithmic preference for certain categories over others leads to the replication of prejudices, sometimes millions of times over, especially in generative AI.<\/p>\n\n\n\n

    For example, in the context of image generation, this phenomenon has led to a situation where the profession of doctor has mostly been generated in purely male terms and the concept of beauty in purely female representations.<\/p>\n\n\n\n

    Improvements with regard to this problem can now be seen. However, the underlying problem of unequal presentation methods is deeply rooted in data sets that cannot be easily harmonized.<\/p>\n\n\n\n

    Anke Haas therefore advocates creating awareness of this bias and reflecting on one’s own requirements for AI in the context of prompt engineering in order to ensure responsible use of AI.<\/p>\n\n\n\n

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    5 AI in Practice (Palina Koval)<\/strong><\/h2>\n\n\n\n

    Palina Koval shares in her presentation “Taking the first steps: How we have already gained experience with AI in HR” specific use cases of AI at TASKING Germany GmbH. It describes the use of ChatGPT for HR guidelines, interview guidelines and job descriptions as well as tools such as DeepL, Grammarly and Wordtune for language and text optimization. Palina shows how Effy is used to track performance and obtain 360-degree feedback and how Dart, Wepik and DeepAI support image processing. She emphasizes the motivation to use AI in the modern working environment and gives an outlook on future possibilities of AI in HR processes.<\/p>\n\n\n\n

    6. conclusion<\/strong><\/h2>\n\n\n\n

    The contributions from these experts impressively demonstrate that AI has the potential to fundamentally transform HR management. It offers innovative solutions, but at the same time requires a conscious and responsible approach. By understanding the various aspects highlighted by the speakers at the meet-up, companies can strategically and effectively integrate AI into HR.<\/p>\n\n\n\n

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