Guidelines for the Appropriate Use of AI in HR

UHR supports the use of artificial intelligence (AI) across the employee lifecycle to improve efficiency, enhance decision-making, and elevate the employee experience. At the same time, users must apply AI responsibly and in accordance with all regulatory and compliance requirements. This includes safeguards for safe computing, personal privacy, risk management, and avoiding potential decision-bias when using AI tools, whether from third-party vendors or internally built. The appropriate use of AI retains human responsibility at the forefront of decision making. These AI in HR guidelines outline principles and practices to ensure AI strengthens—not compromises—our values throughout HR practices.

If you need help with AI in HR, contact the UHR Generative AI Governance team for assistance. 

AI in HR General Guidelines and AI in HR Guidelines for Hiring Process support the proper use of AI in HR, with key focuses including:

  • Monitoring for bias and accuracy;
  • Emphasizing human oversight and decision-making;
  • Requiring appropriate data privacy and security protections;
  • Ensuring transparency with applicants and employees; 
  • Upskilling the workforce in AI; and
  • Adhering to legal and compliance requirements for HR practices.

Throughout your journey of implementing AI in HR, retain a human-centric focus with individual person-level responsibility of the content going into the AI tool(s) as well as the human confirmation of AI-generated outputs. 

Human input flows through artificial intelligence to human output.

All UHR AI efforts are done in alignment with the U-M Generative AI framework and tools, led by ITS.