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Companies seek returns on their hefty investments in artificial intelligence and many big names have turned to tracking employee usage of it as one way to do so.
Still, while almost every Fortune 500 company is now tracking overall AI use — even tying performance review metrics to AI use — “they can’t necessarily tie it to business outcomes quite yet,” Leslie Caputo, organizational psychologist and SVP of global solutions at coaching platform EZRA, told HR Dive via email.
So should companies implement AI use as part of their performance management process? While it can be “a great first step” to making AI part of broader workforce conversations, employers will want to consider a number of nuances inherent to AI adoption before making it part of any review process, Kate Jensen, a director analyst at Gartner focused on HR technology, told HR Dive.
The risk of tracking AI use
