The Trump Administration released a national legislative framework outlining six key recommendations to guide Congress as it considers the future of federal artificial intelligence policy. 

The proposed legislative framework identifies several national priorities, including protecting children, strengthening communities, upholding creative rights and free speech, advancing innovation, and investing in workforce development. The framework focuses on accelerating AI innovation, expanding access, and preparing the workforce. While it does not carry the force of law, it serves as a roadmap to inform congressional action and shape the broader national conversation on how AI should be governed, developed, and deployed across the United States. 

For HR professionals, this marks another step toward a more coordinated national approach to AI — one that increasingly intersects with day-to-day workplace practices.

SHRM Calls for Workplace AI Governance 

In a statement, SHRM emphasized both the urgency and opportunity facing employers when it comes to AI. This is already visible in workplace data. Among organizations that adopted AI by the end of last year:

• 7% reported layoffs tied to AI  

• 24% reported creating new roles 

• 39% reported shifts in worker responsibilities  

• 57% reported new upskilling or reskilling initiatives

“As this national framework advances,” Emily M. Dickens, SHRM’s chief administrative officer said, “it must prioritize workplace AI governance and provide practical guidance for implementation. Policy delivers results only when it works in practice — within organizations, through daily decisions, and in the experiences of workers.” 

HR at the Center of Workforce Transformation

The framework places significant emphasis on workforce readiness, calling for expanded training, education, and employer-led development efforts to prepare workers for an AI-driven economy.

For employers, this aligns with an already accelerating reality. AI is increasingly embedded in areas where HR plays a central role: hiring, workforce planning, learning and development, and operational decision-making.

At the same time, some policymakers are signaling a desire for greater coordination at the federal level. In the absence of congressional action, states have begun introducing their own AI-related regulations, creating a patchwork of standards that employers must navigate. 

Governance Meets Workplace Reality

As AI adoption expands, the introduction of the framework continues an important conversation about the importance of responsible implementation within organizations. For HR, that means balancing innovation with governance by ensuring transparency, maintaining human oversight, and thoughtfully integrating AI into workplace practices.

SHRM continues to advocate for a national workplace AI framework grounded in risk-based governance, with targeted requirements for high-risk use cases and flexibility for employers adopting responsible practices in good faith.

HR professionals should keep in mind:

• This is an early step. The framework outlines recommendations, but Congress will determine if and how they become law. 

• Workforce readiness is critical. Employers will remain central to upskilling and reskilling efforts as AI adoption grows. 

• Federal consistency may increase. A national approach could reduce the current patchwork of state laws over time.  

• Responsible AI use is essential. Organizations should continue prioritizing transparency, human oversight, and thoughtful implementation. 
  
  This article is courtesy of Society for Human Resource Management (SHRM)