AI

ILR Professor Eli Friedman comments on the vulnerability of workers in China facing displacement by AI.

“Employees want to know that there’s a trusted person that has expertise that they can go to and address issues, and they’re never going to feel fully confident in having a bot do it,” says JR Keller, ILR associate professor, discussing the value of human-powered HR departments.

“AI is very good at repeated tasks in stable environments. But when things change, it has to be retrained. Human systems adapt continuously,” says Chris Collins, ILR professor and director of ILR’s MILR Program, in his incisive discussion of current successes and pitfalls of using AI in Human Resources.

JR Keller, ILR associate professor, discusses how AI-led job interviews impact certain aspects of the hiring process. [Syndicated from Business Insider]

“My research on surveillance in organizing campaigns found that it tripled from 11% in the early 2000s to one third in 2021,” said Kate Bronfenbrenner, ILR senior lecturer emeritus, discussing reasons for IT workers’ increased interest in unionizing.

A report from ILR’s Worker Institute is quoted in this article about how the use of artificial intelligence by Rainbow, a fashion retailer, has impacted models.

Alex Colvin, Ph.D. ’99, will serve on a blue-ribbon commission charged with developing recommendations on how New York state can protect workers’ economic security while harnessing the economic benefits of AI.

Meta’s employee tracking software, also known as its Model Capability Initiative, has raised concerns about worker compensation, choice and privacy, says Virginia Doellgast, ILR professor. [Syndicated from The Independent]

Research from ILR Associate Progressor Emily Zitek showing that algorithmic surveillance appears to cause decreased employee performance and increased quit rates is noted in this article about union efforts to learn how The New York Times is using AI to monitor workers.

The effort for the U.S. to pass laws banning AI-related layoffs would take “extreme political will that is absent in most states and localities,” says Gali Racabi, ILR assistant professor of labor and employment law.

“Workers are producing additional value for their employers. Are they being compensated for this, and are they given a choice to opt in or opt out? Probably not,” says Virginia Doellgast, ILR professor, discussing detailed tracking of worker activity with the goal of replacing workers with AI.

In this article about issues with algorithmic scheduling technology, ILR Professor Virginia Doellgast explains that unions tend to bargain with employers over scheduling practices.

Michèle Belot, JR Keller and Philipp Kircher are part of a team that will help workers transition to new positions in the AI economy by using AI to transform job duties into practice activities for job candidates before interviews.

Using generative AI, fashion designers can use digital photos to adjust models’ features and even deploy fully digital avatars in place of humans. A team including an ILR School researcher has written a paper highlighting models’ challenges.

Organizations using AI to monitor employees’ behavior and productivity can expect them to complain more, be less productive and want to quit more – unless the technology can be framed as supporting their development, ILR research finds.