ABSTRACT

Technological advances in the field of artificial intelligence (AI) are heralding a new era of analytics and data-driven decision-making. Organisations increasingly rely on people analytics to optimise human resource management practices in areas such as recruitment, performance evaluation, personnel development, health and retention management. Recent progress in the field of AI and ever-increasing volumes of digital data have raised expectations and contributed to a very positive image of people analytics. However, transferring and applying the efficiency-driven logic of analytics to manage humans carries numerous risks, challenges, and ethical implications. Based on a theorising review our paper analyses perils that can emerge from the use of people analytics. By disclosing the underlying assumptions of people analytics and offering a perspective on current and future technological advancements, we identify six perils and discuss their implications for organisations and employees. Then, we illustrate how these perils may aggravate with increasing analytical power of people analytics, and we suggest directions for future research. Our theorising review contributes to information system research at the intersection of analytics, artificial intelligence, and human-algorithmic management.

摘要

人工智能 (AI) 领域的技术进步预示着分析和数据驱动决策的新时代。组织越来越依赖人员分析来优化招聘、绩效评估、人员发展、健康和保留管理等领域的人力资源管理实践。人工智能领域的最新进展和不断增加的数字数据量提高了人们的期望，并为人员分析树立了非常积极的形象。然而，转移和应用效率驱动的分析逻辑来管理人类会带来许多风险、挑战和道德影响。基于理论回顾，我们的论文分析了使用人员分析可能出现的风险。通过披露人员分析的基本假设并提供对当前和未来技术进步的看法，我们确定了六种风险并讨论了它们对组织和员工的影响。然后，我们说明了这些危险如何随着人员分析的分析能力的增强而加剧，并为未来的研究提出了方向。我们的理论回顾有助于分析、人工智能和人类算法管理交叉领域的信息系统研究。