What are the challenges and risks of artificial intelligence?

Artificial intelligence (AI) may be a great enabler, but it also has a few drawbacks. Here's a brief overview of the main risks and challenges associated with integrating AI into HRIS.

Risk of algorithmic bias

If the algorithms used by AI are not properly designed or trained, they can reproduce discriminatory biases present in historical data, leading to unfair or discriminatory decisions in recruitment, performance appraisal or even career management. It is therefore crucial not to rely solely on AI to make informed HR decisions.

Insufficient and fragmented data

The lack of integration between HR management systems, and the fragmentation of data, represents one of the major challenges facing organizations.

It's a crucial issue that companies need to address. Indeed, if the data used by AI for its predictions or decisions is scattered or incomplete across different HR and payroll systems, AI's effectiveness will suffer. It could even induce errors, which is of particular concern when it comes to making decisions about employees.

To harness the full potential of AI, data must be centralized and contextualized. Organizations therefore need to prepare thoroughly and make informed decisions now about their HR technology ecosystem and how data is collected.

Confidentiality of information

Another major challenge facing organizations is the need to respect the confidentiality of employees' personal data. For AI to function optimally, it needs a large volume of accurate data, whether it's customer or employee data. To obtain this data, the robot often needs to access information from the personal lives of individuals. In this context, HR managers need to remain particularly vigilant about the types of data they can collect and how they can use it, in order to remain ethical and avoid exposing themselves to information leaks that could lead to legal action.

The need for human and ethical supervision of AI

While AI can automate many tasks, human oversight is essential to ensure the accuracy and ethics of the decisions made by these systems. HR and finance must be able to understand and interpret AI recommendations in order to make informed and responsible decisions. Incidentally, in Europe, the General Data Protection Regulation (GDPR) stipulates that important decisions affecting individuals should not be made solely by algorithms or machines, without a person being able to review and possibly challenge these decisions. Experts believe that such regulations will also be implemented in Canada soon. It's best to prepare properly and take seriously the risks associated with using AI in the human resources process. Constant monitoring, control and regular evaluations of the AI solutions implemented will be necessary to demonstrate that the organization has an ethical and responsible approach to the decisions made in relation to its employees.

In conclusion

Integrating AI into HRIS opens up exciting new prospects for companies, but requires a thoughtful and ethical approach. By leveraging the benefits of AI while remaining mindful of the challenges it poses, companies can transform their HR practices and ensure their competitiveness in the age of digitization.


Sandra Labbé, HRIS Principal Advisor

Tell us about your project