Lattice CEO Sarah Franklin describes AI as a “transformational technology” in business. Last month, she announced on LinkedIn that Lattice was the first to develop a system for onboarding, training, goal setting, and managing performance for AI tools, creating distinct records for these “digital workers.”
The announcement received mixed reactions, with some questioning if Lattice was equating AI tools to human employees. Franklin clarified to HR Brew that the goal was to hold AI accountable and ensure transparency, not to equate AI with humans. The initiative aimed to establish governance and guidelines as AI enters the workforce.
Franklin, who became CEO in January, emphasized the need for AI tools with clear business outcomes that are easy to implement. She noted that the new employee record type for AI tools was meant to distinguish them from human employees, using different codes and colors in organizational charts to clearly define oversight responsibilities.
Despite the initial confusion, Franklin believes HR is the right department to oversee AI. She sees this as an opportunity for HR to be strategic and lead the way in integrating AI into the business. HR already manages new hires, training, and performance, and these processes can be adapted for AI tools.
Franklin stated that the feedback from the announcement highlighted the need for education before fully implementing the “digital workers” feature. She remains confident that HR is well-suited to manage AI oversight, stressing the importance of governance and responsible integration.
Lattice is now focused on gathering feedback from customers, business executives, and HR leaders. Franklin is committed to listening and adapting, ensuring responsible AI integration while maintaining a human-centered approach.
Franklin concluded with a call to action for HR leaders: “This is the moment to educate, plan, and put governance in place as we navigate this new era of AI in the workplace.”
