This workshop gives managers, Human Resources professionals, and compliance-aware leaders a practical approach to using AI during the performance review process. It explains the difference between using AI to organize or improve language and allowing it to infer performance, assign meaning, or drive an employment decision. Participants will learn how bias, missing context, weak evidence, privacy issues, and false precision can enter AI-assisted reviews; how to ground conclusions in job-related facts and consistently applied standards; and how to preserve meaningful human review and manager ownership. The session is designed as practical management and compliance awareness rather than legal advice.

What you'll learn:

• Where AI is already entering performance reviews, ratings, feedback, productivity summaries, and talent decisions.
• The difference between using AI to structure language and allowing AI to judge employee performance.
• How vague prompts, incomplete notes, historical patterns, and manager assumptions can reproduce or amplify bias.
• Why confident wording, numerical scores, sentiment analysis, and productivity data can create false precision.
• How to base reviews on job-related evidence, clearly communicated standards, and comparable treatment.
• Why absence, disability, accommodation, leave, system access, and other context must not be flattened into a score.
• What employee information should not be entered into unapproved or public AI tools.
• How managers should verify accuracy, challenge the output, rewrite where needed, and remain responsible for the final review.
• How to explain the basis of an evaluation without hiding behind the tool or treating AI language as evidence.
• When Human Resources, employee relations, compliance, privacy, legal, or technology specialists should be involved.
• A practical AI-assisted performance review checklist managers can use before submitting an evaluation.

Who should attend:

• Managers
• Supervisors
• Team Leaders
• Department Heads
• Operations Managers
• Human Resources Professionals
• Employee relations Professionals
• Talent management Leaders
• Compliance and Ethics Professionals
• People Analytics Teams

Why should you attend:

A polished AI-generated review can still be inaccurate, inconsistent, discriminatory, or unsupported by evidence. When performance reviews influence pay, promotion, discipline, or termination, weak AI use can quickly become an employee-relations and compliance problem. This session helps managers use AI as drafting support without handing over judgment, accountability, or fairness.