HR must adapt to the EU AI Act, which oversees workplace AI, particularly high-risk applications impacting health or employment. Transparency in data collection and vendor practices is crucial, as is understanding AI's risks and documentation requirements. DPIAs are essential for justifying AI use, ensuring compliance under GDPR and the AI Act. Effective anonymization of training data is critical, and HR should continuously evaluate AI tools for robustness, keeping ethical data handling at the forefront.
https://iapp.org/news/a/transparency-good-data-and-documentation-how-hr-can-navigate-the-eu-ai-act