ne of the biggest impacts of artificial intelligence (AI) on HR is and will continue to be around performance management. Adobe showed us years ago that performance management is not just a one-time discussion at the end of the year, but rather an ongoing, datadriven conversation. Variations of that approach are being recognized by an increasing number of companies that understand the need for continuous touch points, more real-time feedback so employees receive the positive recognition they deserve as well as constructive feedback when appropriate.
The relationship between the CFO and the audit committee has changed from oftentimes one of minimal contact to almost daily interaction as a result of the Sarbanes‐Oxley legislation. This is probably for the best, as the remoteness of audit committees in the past likely contributed to at least some of the corporate dysfunction we have seen in recent years.
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