Avi Gesser on How ChatGPT Can Best Serve Workers

Fri May 12 2023

Generative AI and chat GPT in the workplace

Generative AI and chat GPT are being used in the workplace to boost employee efficiency and productivity.
However, detractors argue that chat GPT can be incorrect, biased, racist, proprietary or copyrighted.
Chat GPT is a tool that is only as good as the data it's been given.
Employers should view chat GPT usage in the workplace as a tool with low risk, high value use cases.
Chatbots are great for customer service and collections.
Chat GPT is excellent at translating, summarizing and cleaning up grammar.
It's also good for tech support, brainstorming and generating first drafts of speeches, reference letters and job postings.
To get better results from chat GPT tools, you have to anticipate all the follow-up questions you'd normally get from a human and put them into the initial query.

Generative AI laws do not eliminate legal risks associated with their use.
Existing rules apply to the use of generative AI tools in certain contexts.
Companies should be honest with customers about what these tools can do and avoid discrimination against protected classes.
Some companies allow employees to experiment with chat GPT and generative AI, while others ban open versions due to confidentiality and privacy risks.
Licensed enterprise-wide versions provide more control over data input and confidentiality, but policies vary depending on company culture, size, and risk tolerance.
Allowing all employees to use any generative AI tool for any work-related task carries significant risks such as confidentiality, privacy, contractual, cyber, intellectual property, transparency, and quality control risks.
Three steps for creating an AI policy for employees include outlining prohibited uses that violate company policy or are illegal or disreputable; defining what is not prohibited by providing examples of allowed uses or an exhaustive list; and evaluating undefined use cases through a council or group that balances short-term benefits against downside risks.

Picking the right person or group for controversial decisions is important.
HR typically owns employee communications and policies, but there's no one right way to handle AI decision-making.
Committees with multiple voices can lead to better results and credibility.
Regulation of AI in hiring, facial recognition, lending, and insurance is coming in a patchwork of state and municipal laws.
Different countries will have different priorities when it comes to regulating AI tools.
AI can be leveraged by HR for basic tasks like writing job descriptions and setting up chatbots, but quality control and loss of training opportunities are potential downsides.
Businesses must balance speed, cost, efficiency, and quality when deciding whether to use AI tools for drafting documents.

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