Algorithmic bias in artificial intelligence (AI) refers to systematic and repeatable errors in AI systems that create unfair outcomes, such as privileging one arbitrary group over another. Imagine applying for a job and being rejected not because of your qualifications but because the AI used by the company favors certain demographics over others. Addressing this bias is critical as AI increasingly influences various aspects of society, from hiring practices to law enforcement.

Artificial Intelligence (AI) is a technology that is increasingly finding its place in the business world, causing revolutions across many sectors. As one of the most important technology trends of 2024, AI is leading fundamental transformations in human resource management. Traditional human resources processes are being reshaped thanks to the high efficiency and accuracy provided by AI-supported recruitment techniques. Artificial intelligence technologies offer unique advantages in critical areas such as candidate selection, automatic resume screening, and job adaptation processes.

The rapid development of artificial intelligence (“AI”) systems, diversification of focus areas, and the increasing number of users have introduced potential harms related to privacy, ethics, security, and fundamental rights. In response to the need to mitigate these potential harms and prevent possible violations, the Council of the European Union approved the Artificial Intelligence Act (“AI Act”) on May 21, 2024, which has been under preparation since April 21, 2021, as a framework law¹.

Payroll is a sensitive and precise exercise in every organization. Errors in payroll can create financial imbalances for the company, lead to legal issues, and cause mistrust among employees. Ensuring accurate payroll processing is, therefore, crucial for maintaining organizational stability and employee satisfaction. With the advent of sophisticated AI technologies like GPT-4 and its advanced version, GPT-4o, the landscape of payroll processing and HR management are set to change dramatically. This paper will explore how GPT-4o specifically reduces payroll errors, enhances efficiency, and compares to its predecessor, GPT-4.

The term "Deepfake" is a combination of "deep learning" and "imitation". Deep learning algorithms, trained on large datasets, can realistically imitate human faces, voices, and movements, and are used to alter photos, videos, or audio using artificial intelligence techniques.

As technology advances, the methods used for conducting human resource processes are evolving. Organizations are turning to artificial intelligence more and more for tasks such as recruitment, employee development, performance evaluation, compliance with labor laws, tax regulations, and relevant regulations. The large language model ChatGPT, developed by OpenAI, has the potential to significantly impact human resource processes. Let's briefly talk about the meaning of this widely discussed technology in recent times, which has captured everyone's attention worldwide, and how it can play a role in both personal growth and organizational growth.