Accenture has recently initiated a program to monitor the usage of AI tools among some of its senior employees, incorporating this data into its decision-making process for promotions to leadership positions.
The consultancy has informed senior managers that demonstrating a “regular adoption” of artificial intelligence is essential for career advancement, and it has begun collecting weekly log-in statistics for certain employees, as reported by the Financial Times.
In an internal communication reviewed by the Financial Times, Accenture stated: “The use of our key tools will play a visible role in talent discussions.”
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A representative from Accenture stated that the firm aims to be “the reinvention partner of choice” for its clients, which necessitates embracing the latest tools and technologies to serve them efficiently.
Accenture has made substantial investments in AI, allocating $1 billion (£740,000) annually for training and development, including employee education on AI.
So far, 550,000 of its 780,000 workforce have undergone generative AI training, a significant increase from just 30 in 2022.
Other consulting firms are also ramping up their AI initiatives. KPMG has announced plans to incorporate AI tool usage into annual performance evaluations, while JPMorganChase has developed an internal AI platform to assist employees in preparing performance reviews.
Concerns About Monitoring
Adele Reid, data and AI lead at HR consultancy LACE Partners, commented that linking promotion opportunities to AI utilization might significantly alter the criteria for consulting assessments.
“If employees are aware that increased use of AI tools can enhance their promotion chances, it shifts the success metrics for consultants,” she explained.
While such transparency may offer clarity, it could also “seriously hinder the ability for employees to perform their roles effectively,” Reid cautioned. Junior staff, in particular, may be at risk if they rely excessively on automation before honing their critical judgment skills.
Emma du Parcq, head of consulting, research, and thought leadership at Roffey Park Institute, emphasized that leaders should integrate AI within a broader framework of responsible performance, recommending the establishment of “clear ethical guardrails” around AI usage.
Reid further expressed concerns regarding constant surveillance. Although Accenture has been clear about tracking AI usage, some employees might feel uncomfortable with their actions being monitored.
Organizations contemplating linking technology usage to career advancement must proceed with caution, Reid advised. She suggested that employers be transparent about which metrics are tracked and clarify how AI usage contributes to business objectives. Testing tracking systems and sharing outcomes with staff could also be beneficial.
HR coach and consultant Gemma Bullivant added, “This transparency can foster trust concerning what is being monitored, its significance, and its connection to performance expectations.”
For further insights on utilizing AI within human resources, visit CIPD’s topic page
