Skip to main content

Artificial Intelligence in Human Resources

This UHR website and supportive pages are available to assist and empower the campus workforce and HR practitioners in the exploration and implementation of artificial intelligence (AI). With campus-wide collaboration and partnership, the university has the opportunity to transform HR practices and enhance the employee experience using artificial intelligence. All of the UHR AI in HR efforts are done in alignment with the U-M Generative AI framework and tools, led by Information and Technology Services (ITS).

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

AI in HR: Strategic Framework and Roadmap for Success

UHR’s AI in HR Strategic Framework is guided by six strategic outcomes, placing employee upskilling at the core of all efforts to support the workforce in this evolving landscape. It is expected that AI in HR will expand HR literacy and expertise, enhance the applicant and employee experience, improve HR policy development and interpretation, create efficient and innovative HR processes, and allow for predictive workforce planning and analysis.

Employee Upskilling: Expand HR Literacy and Expertise; Enhance the Applicant and Employee Experience; Improve HR Policy Development and Interpretation; Create Efficient and Innovative HR Processes; Predictive Workforce Planning and Analysis

As AI continues to be integrated into HR systems and processes, one or more of these outcomes are anticipated to emerge, benefiting both individuals and the university as a whole. UHR is committed to assisting employees and HR teams in advancing their AI literacy and implementation efforts to advance work goals and career development.

Frequently Asked Questions About AI in HR

The speed of change and AI expansion creates many questions and needs. See responses to frequently asked questions regarding AI in HR at the university, and how UHR supports the campus in these efforts. Expand the panels in this section for more information.

General Questions about AI in HR

Does UHR support the implementation of AI within HR practices?: Yes, UHR leadership supports the use of AI in HR, and if done appropriately within our AI in HR guidelines, and recognizes that AI has the potential to transform HR practices throughout the employee lifecycle.
Can my school, college or unit implement AI throughout any HR practices?: Yes, UHR supports AI within any HR practice when following AI in HR guidelines. Human-centered decision making, confirmation of AI accuracy, and mitigating AI bias is critical. It is important to take additional considerations and use caution when utilizing AI in the hiring process and in resume screening. See the AI in HR Guidelines for Hiring Process for more information.
What are the core principles for using AI in HR?: UHR’s core principles for AI use within HR practices are: Value Alignment: AI should be used in a manner consistent with the university culture values and strategic direction; Human Oversight / Accountability: AI may assist in processing data, but humans must make all final decisions; Legal Compliance: All tools must comply with federal and state laws, including but not limited to all applicable employment regulations and government contracting guidelines; Bias Mitigation and Accuracy: AI coding, tools and outputs must be tested for accuracy of results with bias mitigation to the extent reasonably possible; Transparency: AI use should be explainable and communicated clearly to those it affects. The use of AI in the hiring process should be made transparent to all job candidates; Data Security: AI tools must meet institutional data governance and cybersecurity standards, specifically in accordance with ITS Safe Computing.
Who is responsible for ensuring AI is used appropriately within HR?: Individuals using AI are responsible for ensuring the appropriate use and accurate output of AI. Since AI tools can create inaccurate results, the individual user is expected to validate results and retain human decision-making. Each campus school, college and unit is responsible for ensuring their AI use within HR practices align with laws, ethics, and organizational values, while continuously monitoring for bias and maintaining human oversight.
How is sensitive personal HR data protected if it is used in AI?: All university efforts must follow the ITS Safe Computing guide. Use only approved AI services with U-M sensitive data. Do not place sensitive data in an AI service unless there is a U-M contract or data agreement in place that permits it.
How should university employees balance the benefits of AI with the environmental impacts?: The university continues to balance being a world leader in providing equitable and responsible AI access to our community while managing the environmental impact of our generative AI platform. See the ITS AI and Sustainability webpage for more information.
Who can I contact if I have questions about AI implementation within HR practices?: Contact your HR representative(s) or email UHR Generative AI Governance for additional support.

Questions Regarding Guidelines for Proper Use

What is the purpose of the university’s AI guidelines for HR?: The AI in HR guidelines aim to ensure the responsible and appropriate use of AI while maintaining compliance with legal requirements, like Equal Employment Opportunity (EEO) laws ensuring fair practices and prohibiting discrimination, data privacy standards, and the university’s commitment to human-centered decision-making.
Why does the hiring process have special guidelines?: The recruiting and hiring process is highly regulated. Specialized AI in Hiring guidance helps ensure AI tools are used fairly, transparently, and consistently, protecting candidates from bias while safeguarding the organization’s legal and reputational interests.
How can we build AI in HR tools to minimize inaccuracies and bias?: For conversational AI tools that use GPT-style models, careful prompt design and clear instructions can improve accuracy, consistency and bias mitigation. AI agents, chatbot design and more sophisticated AI tools may be built with thoughtful technical controls and coding. See more information on the AI in HR Upskilling and Support webpage.
How should we monitor AI for bias?: Monitoring AI tools and outputs should be iterative and ongoing. Units must conduct periodic testing to evaluate the AI results for disparate impacts. If units identify bias, they must take corrective steps to resolve the risk.
Are there restrictions on using third-party AI tools?: Yes. As outlined on the ITS Artificial Intelligence and U-M Data webpage, use of third-party vendor tools must demonstrate compliance with data privacy laws and non-discrimination obligations. AI stand-alone tools and/or functionality embedded in a third-party service must have an appropriate data protection agreement with U-M to be used with sensitive data.

AI in Hiring Practices

In what parts of the hiring process can we utilize AI?: AI can support nearly all elements in the recruitment and hiring process as long as it is done responsibly and in accordance with AI in Hiring guidelines. There are several hiring process use cases included in the AI in HR Use Case Repository.
What are the transparency requirements for candidates?: Candidates must be informed if AI tools are used during the hiring process. This communication should include the nature and purpose of the AI’s role, with a clear assurance of human-centric decision-making throughout the hiring process. Supportive documentation should be available to aid any verbal discussions.
Can AI be used to screen resumes?: AI use for resume screening is highly sensitive and must retain human decision-making throughout each step. AI use for screening should be limited to evaluating objective and binary qualifications such as specific degrees, certifications, or years of experience. It is not recommended for multi-faceted skill evaluation or complex roles. UHR is exploring the creation of a centrally supported AI-based resume screening tool.

Employee-Specific Questions

Should I be afraid that AI is going to replace my job?: At U-M, the focus is on using AI to create efficiencies and support human decision-making, not replace the expertise and judgment of our workforce. It is anticipated that AI will be an important aspect of campus workforce planning as it transforms the requirements and responsibilities of many campus jobs. Focusing on career and professional development with AI upskilling is important to future-ready yourself for these changes.
Do I need to be trained in AI to do my job?: Staff should communicate with their supervisors on any required training or to determine what AI training may be best suited for individual needs. As the technology continues to advance and is embedded into university work processes, training may become a requirement to ensure a consistent understanding of how to safely apply AI into systems and processes.
How can I prepare myself and upskill in AI to advance my career?: Employees can prepare for the growing use of AI by developing a basic understanding of how AI tools work, practicing responsible use, and exploring ways these tools can support their day-to-day work. Our AI in HR Upskilling and Support webpage provides curated resources, including links to ITS training, workshops, learning modules, and other institutional tools to help you build practical AI skills.
How will I know if AI is being used in HR practices that affect my employment?: The AI in HR guidelines state that AI use should be explainable and interpretable to candidates and staff. When AI is part of an HR evaluation process, employees should be informed of its role and provided with assurance of human decision-making. Contact your HR representative(s) for more information on how AI is used within your unit.
What should I do if I believe an AI tool is producing unfair results?: University employees have a responsibility to flag and address outputs that seem unfair or inconsistent. These may be reported to ITS Support, to your HR unit or to UHR by emailing UHR Generative AI Governance who will advise on appropriate reporting and needed reviews.

Supervisor- and Manager-Specific Questions

Can I use AI to make hiring or promotion decisions?: No. AI must not make final decisions regarding candidate advancement, selection, performance, or promotion. Active human judgment by trained professionals is required for all HR actions, with the potential use of AI within these processes for supportive assistance.
What are my responsibilities regarding AI transparency with my team?: Supervisors should be open with candidates and employees about how AI is used in HR processes that impact their hiring and ongoing employment. This can be accomplished through clear messages outlining the nature and purpose of AI’s role, while assuring the retention of human-centric decision-making.
Do I need training before using AI tools for HR tasks?: Managers and HR staff must understand the capabilities and limitations of the AI tools they use and should receive training prior to implementation. See Upskilling and Support for AI in HR for more information.

HR Data and Analytics

Contact Us