Managing employment processes when AI is used

About this event

Using research findings to show how HR can manage processes when AI is used by applicants and employees.

In January 2026, Dr Vincent Bryce and Dr Mayen Cunden updated branch members on their current research findings around effective use of Microsoft Co-pilot and other large learning models for HR tasks. They discussed potentially useful AI systems and using agentic AI safely.

Building on that guidance, in this session, Vincent will consider some early research into the techniques and practices people professionals can use to manage the effects of AI use by applicants.

Experience is showing this increases application volumes while making many CVs very similar, potentially resulting in good candidates being hidden among less skilled candidates. They will consider the ethical issues around people professionals using AI as the first step in the selection process.

For EDI purposes, AI can remove barriers to applicants with disabilities and where their first language is not English. In disciplinary processes, employees are using AI to defend their misconduct and write appeals. Case studies will show how an HR strategy can contain an AI strategy

Timings

18:30-19:00 - Networking

19:00-20:15 - Session

20:15 - End

About the speaker

Dr Vincent Bryce

Dr Vincent Bryce (MA in Human Resource Management) works in the law department at the University of Oxford. When working on projects in the HR department at the University of Nottingham, he completed his PhD at the Horizon Centre for Doctoral Training at the University of Nottingham in 2023, in conjunction with the De Montfort University Centre for Computing and Social Responsibility.

His thesis explored the 'business case' for responsible innovation, with a particular focus on Human Resources Information Systems. His studies use HR technologies as a lens to explore real-world challenges of responsible innovation, and to critically engage with the responsibility dynamics of digital technology innovation and commercialisation processes.

Interests include the expanding scope of organisational data collection, ways in which emerging technologies challenge responsible innovation methodologies, supplier perspectives on responsible technology use, implications of emerging technologies for philosophies of management, responsible innovation practices in different cultural settings, practitioner perspectives, and the relationship between organisational culture and responsible innovation implementation.

He is a member of the Work, Employment and Organisation Research Group at the University of Nottingham.

You will be supporting your Continuing Professional Development because through working with the facilitator, you will understand:

HR map core knowledge:

• people practice: how managers can actively improve policies and procedures
• culture and behaviour: how supporting staff can assist good working lives
• business acumen: how HR can support organisation success
• evidence based practice and problem solving tools: how to demonstrate business value from improved practices
• technology and people; change and risk: using digital offers to strengthen employment processes
• change: understanding how to enable change effectively

HR map core behaviours:

• ethical practice: how changing processes can be ethical as well as legal
• professional courage and influence: how HR can assist their managers to improve processes
• valuing people: how valuing all people improves business success
• working inclusively: how to ensure all employment processes embed inclusion and diversity
• passion for learning: how your learning assists you to support others
• insights focused: how improving processes improves business outcomes
• situational decision-making: how to respond to challenges from staff
• commercial drive: how to show savings from improved employment processes

Please note:

• Participants will receive their joining details 24 hours before the webinar, along with a reminder one hour before the session begins.
• This session will not be recorded.
• The chat function will be used to engage with participants.
• If there is an external speaker, their views will be their own and may not necessarily reflect those of the CIPD.
• If any reasonable adjustments are required, participants are encouraged to make this known and assistance will be provided.