Access to Well-Paying Jobs: What Drives Global Worker Mobility – SHRM

Incorporating Human Intelligence and AI Oversight in HR Decision-Making

Introduction

At the SHRM24 conference, a legal expert emphasized the critical role of human intelligence and oversight in the use of artificial intelligence (AI) within human resources (HR) processes, particularly in hiring and firing decisions. This approach aligns with several Sustainable Development Goals (SDGs), including SDG 8 (Decent Work and Economic Growth) and SDG 16 (Peace, Justice, and Strong Institutions), by promoting fair, transparent, and accountable employment practices.

Key Recommendations for HR Practices

1. Human Oversight in AI Decision-Making
   • Ensure that AI tools used in hiring and firing are supervised by HR professionals to maintain ethical standards.
   • Integrate human judgment to mitigate biases and errors inherent in automated systems.
2. Compliance with Emerging AI Regulations
   • Adopt the strictest AI standards, such as those outlined in Colorado’s upcoming AI law.
   • Develop policies that align with legal requirements to protect employee rights and promote justice (SDG 16).

Alignment with Sustainable Development Goals

• SDG 8: Decent Work and Economic Growth – By ensuring fair hiring and firing processes, HR contributes to inclusive and sustainable economic growth.
• SDG 16: Peace, Justice, and Strong Institutions – Compliance with AI regulations fosters transparency and accountability in organizational governance.
• SDG 9: Industry, Innovation, and Infrastructure – Responsible AI integration supports innovation while safeguarding human rights.

Conclusion

Human resources departments must prioritize human intelligence and rigorous oversight when employing AI technologies in employment decisions. By adhering to the highest AI standards and legal frameworks, HR can support the achievement of key Sustainable Development Goals, ensuring ethical, fair, and sustainable workplace practices.

1. Sustainable Development Goals (SDGs) Addressed

1. SDG 8: Decent Work and Economic Growth
   • The article discusses the role of HR in hiring and firing decisions, emphasizing compliance and oversight in AI applications, which relates to promoting inclusive and sustainable economic growth, employment, and decent work for all.
2. SDG 16: Peace, Justice and Strong Institutions
   • The mention of legal compliance with AI standards and oversight reflects the need for effective, accountable, and transparent institutions.

2. Specific Targets Under the Identified SDGs

1. SDG 8 Targets
   • Target 8.5: Achieve full and productive employment and decent work for all women and men, including young people and persons with disabilities, and equal pay for work of equal value.
   • Target 8.8: Protect labor rights and promote safe and secure working environments for all workers.
2. SDG 16 Targets
   • Target 16.6: Develop effective, accountable and transparent institutions at all levels.
   • Target 16.10: Ensure public access to information and protect fundamental freedoms, in accordance with national legislation and international agreements.

3. Indicators Mentioned or Implied

1. For SDG 8 Targets
   • Indicator 8.5.1: Employment rate, by sex, age and disability status.
   • Indicator 8.8.1: Frequency rates of fatal and non-fatal occupational injuries, by sex and migrant status.
   • Implied indicator: Compliance rate with AI standards in HR decision-making processes to ensure fair employment practices.
2. For SDG 16 Targets
   • Indicator 16.6.2: Proportion of the population satisfied with their last experience of public services.
   • Implied indicator: Number or proportion of HR processes incorporating legal AI oversight and compliance measures.

4. Table of SDGs, Targets, and Indicators

Source: shrm.org