Evaluating employees with artificial intelligence…Does the machine achieve professional justice?
JPMorgan Chase has decided to allow managers to use Artificial Intelligence in evaluating employees for performance, but the move has raised many questions about whether machine-written evaluations will improve or spoil the process, especially for employees seeking valuable feedback from their bosses.
Executives and management experts say to "Bloomberg" Incorporating AI into annual appraisals may save managers time and even lead to more useful reviews than employees get from their human bosses alone. However, they warn that over-outsourcing appraisals could turn the process into chaos.
Is a machine more objective?
Allow "JP Morgan" For their direct reports to use a chatbot to help write their reports, but she warns them that the technology "It is not a substitute for human judgment". It also prevents them from using artificial intelligence to determine performance grades or make salary or promotion decisions.
And says Peter Cappelli, Director of Human Resources At the Wharton School of the University of Pennsylvania, bosses, like other humans, are subject to bias and poor memory, and may overestimate the recent past when reviewing longer periods of time, adding that artificial intelligence often provides a more objective assessment than the one you get from a human manager.
However, experimental studies have shown that managers rely less on their own judgments in the presence of automated evaluation tools, and this may cause conflict in performance evaluation, and reflect negatively on Functional justice.
Between objectivity and chaos
Cappelli says: "An employee may feel like they are being evaluated by a machine, rather than in person, deepening the cynicism of an evaluation process that many already see as a charade. Because chatbots are known for their tendency towards favoritism and flattery, an AI-assisted review may be overly positive and fail to understand performance issues"
One of the managers said to "Bloomberg" He takes responsibility for his opinions about employee performance, but he uses artificial intelligence to enrich these opinions by helping him summarize a lot of data, but ultimately "The review comes primarily from me, and includes my thoughts as the main driver"
Bryan Ackerman, head of AI strategy and transformation at Korn Ferry, says that companies do "Lose control" On performance appraisals, it is not just a routine management appraisal process; Rather, their purpose is to help develop talent and promote growth, for both the individual and the organization.
One of the biggest employee complaints about performance evaluations, for example, is that managers’ evaluations and feedback are random and unclear. Ackerman says AI can help with this by enhancing transparency in ratings and customizing work plans for employees.
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