21 Jun Experimentation: Navigating Between Hype and Fear in Generative AI and Large Language Models
We are living in an era where artificial intelligence is no longer a far-off concept; it’s becoming our lived reality at home and at work. One of the most profound prospects is the integration of generative artificial intelligence and large language models in our day-to-day tasks. These tools have the potential to enhance our practices related to people and work management, spanning full-time and extended workforces. To harness this potential, we need to skillfully navigate between the dual extremes of generative AI: hype and fear.
Generative AI and large language models are rapidly changing how we communicate and process data. They can generate human-like text, helping us generate both text and visual content, quickly understand work and workforce-related data, and even handle real-time chats. This is not science fiction – it’s happening right now. At the same time, there are risks associated with handing the keys to the kingdom to these emerging and unproven technologies, including “hallucinations” and potential model collapse, along with serious and complicated data protection and privacy issues.
Experimenting on the Way to Adoption
Generative AI tools are changing our world more quickly than any technological development in human history, so it’s crucial that we approach this transformation thoughtfully. Responsible business leaders and HR professionals should consider adopting powerful generative AI quickly to keep up with the pace of change, but not get carried away by the hyperbole around AI or fall prey to its feared implications.
Steering clear of the extremes requires experimentation in real-world contexts and attention to guiding principles:
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1. Appreciate the capabilities and limitations of AIGenerative AI and large language models can create content and automate numerous tasks, but they aren’t a panacea. They lack human emotions, intuition, and the ability to fully understand the context. So, while they’re promising for tackling routine activities, they cannot replace human engagement.
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2. Start with small experimentsLaunch your AI journey with smaller projects. For example, you might automate responses to common HR queries or use AI to assist with generating personalized messages. Measure the outcomes, fine-tune your strategies, and learn from the process. Doing so can also help you understand the risks associated with generative AI before you scale it more broadly.
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3. View AI as a collaborator, not a replacementAI is a tool to augment our abilities, not to replace us. It can shoulder mundane tasks, freeing us to focus on strategic planning and fostering meaningful, productive relationships with other people.
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4. Prioritize ethical use and data privacyEnsuring ethical AI use and respecting data privacy is non-negotiable. Maintain transparency about your AI use and its implications for employees and contingent workers while adhering strictly to all relevant privacy laws and regulations.
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5. Commit to continuous learning and adaptabilityThe AI field is evolving at a rapid pace. Stay informed, remain flexible, and continually refine your strategies based on new insights and feedback.
Generative AI and large language models offer an unprecedented opportunity to streamline our practices in people and work management. It’s entirely natural to feel a spectrum of emotions—from excitement to apprehension—about these tools. The trick lies in maintaining a balanced approach: leveraging the benefits, learning from the challenges, leaning into the lessons (and excitement) these tools can bring, and approaching the future with an open, discerning mind.
Let’s embark on this exhilarating journey together, staying grounded, keeping our minds open, and our passion for learning alight.
In this spirit, Flextrack ran a live experimenting session testing generative AI during our Extended Workforce Influencer Forum on July 13. Join us at future events to learn and share your thoughts and feedback.
Jeff Mike
Head of Insights and Impact, Flextrack
Jeff Mike works closely with HR, Procurement and IT leaders to design extended workforce ecosystems that fuel and future-proof enterprise talent strategies. Jeff brings over 15 years of experience leading HR functions, along with five years leading global HR- and workforce-related research, to combine the best thought leadership, business practices, and platform technology into purpose-built solutions.
