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Algorithmic Human Resources Management – Perspectives and Challenges

100%

Sienkiewicz Ł.

Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia

2021

vol. 55

issue 2

95-105

Theoretical background: Technology – most notably processes of digitalisation, the use of artificial in telligence, machine learning, big data and prevalence of remote work due to pandemic – changes the way organizations manage human resources. One of the increasing trends is the use of so-called “algorithmic management”. It is notably different than previous e-HRM or HRIS (human resources information systems) applications, as it automates HR-related duties. Algorithms, being autonomous computational formulae, are considered objective and mathematically correct decision-making mechanisms. Limiting human in volvement and oversight of the labour process might lead to serious ethical and managerial challenges. Many areas – previously being sole responsibility of managers (including HR managers), like employment relations, hiring, performance management, remuneration – are increasingly affected, or even taken over, by algorithmic management.Purpose of the article: The purpose of this article is to review the development, perspectives and challenges (including possible biases and ethical considerations) of algorithmic human resources management. This novel approach is fuelled by the speeding processes of digitalisation, the use of artificial intelligence, big data and increased analytical capabilities and applications used by contemporary companies. Algorithms are formulas that autonomously make decisions based on statistical models or decision rules without human intervention. Therefore, the use of algorithmic HRM automates decision-making processes and duties of human resources managers, thereby limiting human involvement and oversight, which can have negative consequences for the organization.Research methods: The article provides a critical literature review of theoretical sources and empirical evidence on the application of algorithmic human resources management practices. Scientific journals in the field of human resources management and technology applications have been reviewed, as well as research reports from academic institutions and renowned international organizations.Main findings: Applications of algorithmic human resources management are an emerging field of study that is currently not extensively researched. Little is known about the scale of use as well as consequences of this more automated approach to manage human work. Scarce evidence suggests possible negative con sequences, including ethical concerns, biases leading to discriminatory decisions and adverse employees’ reactions to decisions based on algorithms. After the review of possible future developments and challenges connected to algorithmic HRM, this article proposed actions aimed at re-humanisation of the approach to managerial decision-making with the support of algorithms, ensuring transparency of the algorithms construction and functionalities, and increasing reliability and reduction of possible biases.

The benefits of HR analytics

75%

Karmańska A.

Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu

2020

issue vol. 64, nr 8

30-39

The aim of this paper is to present the benefits of using HR analytics in enterprises. The research sample included 44 practitioners employed in HR departments of Silesian enterprises. In the study a questionnaire was used where 88.6% of people surveyed indicated the benefits of using HR in the area of recruitment, and 83.6% of respondents believe that analytics affects efficiency through the better planning and utilizing of the workforce, and also positively impacts the company’s organizational culture. Employees from large companies demonstrate knowledge of HR analytics to a greater extent than those employed in the SME sector.

Celem artykułu jest przedstawienie korzyści z zastosowania analityki HR w przedsiębiorstwach. Próba badawcza obejmowała 44 praktyków zatrudnionych w działach HR śląskich przedsiębiorstw. Badanie przeprowadzono metodą ankietową. 88,6% osób wskazało korzyści z zastosowania HR w obszarze rekrutacji, 83,6% respondentów uważa, że analityka ta wpływa na efektywność przez lepsze planowanie i wykorzystywanie siły roboczej, a także korzystnie oddziałuje na kulturę organizacyjną firmy. Pracownicy z dużych firm deklarują większą znajomość analityki HR niż zatrudnieni w sektorze MSP.

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1 Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia

1 Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu

1 Karmańska A.

1 Sienkiewicz Ł.

1 2021

1 2020

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Algorithmic Human Resources Management – Perspectives and Challenges

The benefits of HR analytics