risk management

How HR Can Prepare for the EU AI Act and Emerging Regulations Globally

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The EU AI Act establishes the first comprehensive legal framework governing AI use, particularly focusing on high-risk applications in HR such as recruitment and performance management. It requires organizations to identify AI tools, assess employee impact, ensure transparency, and implement governance frameworks with accountability extending to third-party providers. As global AI regulations evolve, HR leaders must build adaptive, risk-based governance to manage AI responsibly across multinational workforces.

https://www.aon.com/en/insights/articles/how-hr-can-prepare-for-the-eu-ai-act-and-emerging-regulations-globally

The Shadow AI Workforce: When Employees Go Rogue With Tech

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Shadow AI Workforce: Employees use AI tools (e.g., ChatGPT) unsanctioned by organizations, mirroring past ‘shadow IT’ trends. This raises concerns over data security and compliance while revealing a need for HR to create policies that guide usage and harness innovation. HR must balance oversight with encouragement, fostering a culture of transparency and adapting training to align with new skill demands. Ignoring or excessively restricting these practices risks stifling creativity and mitigating productivity. Organizations should develop AI governance frameworks to transform potential risks into strategic advantages.

https://www.hrkatha.com/features/hr-pops-features/the-shadow-ai-workforce-when-employees-go-rogue-with-technology/

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