A preliminary study by Steffi Bärmann from the Study Program Human Resources & Organization examines the balance between opportunity and skepticism in AI-supported Human Resources Development (HRD).
Artificial intelligence (AI) is changing the world of work, but how does it affect trust between employees, managers and human resources systems? While AI offers greater efficiency, from simplifying recruitment to personalized training recommendations, it also raises critical questions about trust.
How do employees perceive AI-driven systems? How can managers promote trust when algorithms play a role in decision making? In the current preliminary study, Steffi Bärmann investigated some of these challenges. Initial results were published in fall 2024 in volume 6 of “Innovative Knowledge Management” on the topic of “Current Challenges in Knowledge Management”.
AI as a colleague – for strategy and implementation
The role of AI in HRD is both strategic and operational. At a strategic level, AI supports companies in identifying skills gaps, recommending further training programs and planning future personnel requirements. At an operational level, AI applications can automate the analysis of CVs, match employees with job vacancies and offer adaptive learning experiences, among other things.
Trust in AI – a complex relationship
Employees want to understand how AI algorithms make decisions, whether recommending a training program or identifying risks in workforce planning. Some AI systems explain their recommendations and help employees and managers to make informed decisions. Nevertheless, a certain skepticism remains.
Many employees fear that AI results could be biased or that the systems prioritize efficiency over fairness. Managers therefore have a central role to play when it comes to building trust in AI. They provide clarification by explaining the purpose of AI and addressing concerns. For example, managers who are transparent about how AI recommendations align with company goals can help allay fears of bias or job loss.
Transparency, fairness and human control are non-negotiable
For the preliminary study, Steffi Bärmann interviewed HR managers, system developers and consultants to find out how AI in HR development influences trust between employees, managers and the AI systems themselves. The results underline that trust in AI is multi-layered. It depends not only on the technical capabilities of the system, but also on how it is implemented and communicated. Transparency, fairness and human oversight are non-negotiable to foster trust in AI-driven HR systems. As AI evolves, organizations must carefully navigate this complexity. The promise of AI in human resources development is enormous, but to realize its full potential, systems and relationships must be built based on trust.
You can find more information on research in the study program Human Resources & Organization here.