Let’s be honest: AI is everywhere.
Ever since tools like ChatGPT hit the scene, it seems like every organization is scrambling to integrate artificial intelligence into their workflows. And while it’s exciting, it also raises a big question: Are we actually improving the employee experience, or are we just automating the same outdated stuff?
The Allure (and Illusion) of AI Efficiency
That’s the question Dana Scarcella asked during her talk at the Philly SHRM Symposium, and her perspective was refreshing. Yes, AI is powerful. Yes, it can save time. But it’s a tool, not a magic wand. And more importantly, it needs us, the analysts, the strategists, the humans…to guide how it’s used.
Why Human Context Still Matters
One point she made really stuck with me: AI can spot patterns in employee data, like engagement or turnover trends. But if we’re not digging into why those patterns exist, if we just run with the first insight it gives us, we’re missing the whole point. Data without context can be misleading. That’s where People Analytics teams come in: we translate signals into stories, and stories into strategy.
Bias Isn’t Just a Bug, It’s a Warning Sign
Dana also brought up a serious red flag: bias. And she’s right. AI learns from historical data, which means if that data is biased (and let’s face it, it usually is), the model will carry those biases forward. Think of Amazon’s hiring algorithm that downgraded resumes from women’s colleges, a now-retired tool that demonstrated how bias can quietly seep into automated systems (Dastin). It wasn’t trying to be sexist; it was trained on a biased sample. But the impact? Very real.
This is why data governance matters so much. We can’t just plug in AI and hope for the best. If the data feeding the model is messy, biased, or incomplete, the results will be too. AI isn’t going to clean that up for us, we have to build strong foundations first.
Wellness or Workload? A Closer Look at AI Tools
She also touched on the rise of AI in employee wellness tools, mental health bots, nudges, and sentiment analysis. And while some of these can help, we need to ask: Are we solving the root problem, or just trying to make people feel better about burnout?
One stat she shared that didn’t sit right with me: employees who used certain wellness tools were 3.5x more likely to work late. That’s… not a wellness win. That’s a red flag. If our AI tools are encouraging more overwork, we’ve missed the point.
The Future of AI in HR: Intentional, Ethical, Human
At the end of the day, Dana’s message was clear: AI can support better workplaces, but only if we’re thoughtful about how we use it. It needs human oversight, ethical frameworks, and a whole lot of data literacy.
So, here’s what I’m thinking about now:
- Are we validating the insights our models give us?
- Are we examining where bias might be hiding in our systems?
- Are we using AI to fix broken processes, or just masking the symptoms?
Because the future of AI in HR isn’t just about automation – It’s about alignment, making sure the tech actually supports the people it’s supposed to help.
Works Cited
Dastin, Jeffrey. “Insight: Amazon Scraps Secret AI Recruiting Tool That Showed Bias against Women.” Reuters, 11 Oct. 2018, https://www.reuters.com/article/world/insight-amazon-scraps-secret-ai-recruiting-tool-that-showed-bias-against-women-idUSKCN1MK0AG/.
For more on Philly SHRM’s upcoming events, visit their website.
About the Author
Kendra Davis-Roberts, MPS, a proud Philadelphia native, is the founder of KDR Analytics, a consultancy dedicated to empowering small and medium-sized organizations with People Analytics solutions. She holds a Master’s in HR and Employment Relations from The Pennsylvania State University and is completing a second Master’s in Data Science. With over 10 years in Human Resources and more than 7 years specializing in People Analytics, Kendra’s expertise spans workforce strategy, data-driven HR insights, and analytics education.
Passionate about knowledge-sharing, she regularly speaks on People Analytics and HR strategy, recently presenting at the 2024 Philly SHRM Symposium. Kendra is also a senior instructor with The Black in HR and an active leader in advancing HR analytics proficiency across the industry with HRPN. She also serves on the Philly SHRM Thought Leadership team.
Editor: Dennis Paris
Becoming a Philly SHRM Thought Leader
We are always looking for inspiring minds! If you are interested in learning more about how to become a Philly SHRM Thought Leader, offering your professional views about this or any Thought Leader article, or want to chat about contributing content on a hot or innovative HR-related topic, please reach out to Dennis Paris and Evelyn Reed, SHRM-SCP, SPHR, Co-VPs of Thought Leadership at: thoughtleader@phillyshrm.org
