The ethical implications of big data in human resource management

IF 8.2 1区 管理学 Q1 MANAGEMENT
Laxmikant Manroop , Amina Malik , Morgan Milner
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引用次数: 0

Abstract

This article examines the ethical implications of big data in human resource management (HRM) practices, specifically in the areas of recruitment and selection, training and development, performance management, compensation, and employee retention. The article commences with a characterization of big data applications in HRM processes and practices, highlighting their benefits and value for the management of the workforce. It also shows how the application of big data analytics can put employees at great risk through institutional surveillance and other algorithmic manipulation practices such as profiling, coercion and control. Our theorizing advances the HRM and ethics literatures by offering a more expanded and nuanced view of the significant ethical challenges specific to individual HR practices. Additionally, our analysis brings ethics into the domain of HRM by problematizing the exploitation of employee information through digital technology for corporate gain. In so doing, it employs a moral principles framework to show how BDA - HRM practices can compromise employees' rights to privacy, confidentiality, transparency, and protection. Our analysis also raises concerns shared by both the practitioner and scholarly communities that are yet to be addressed and offers recommendations for research and practice.

大数据对人力资源管理的伦理影响
本文探讨了大数据在人力资源管理(HRM)实践中的伦理影响,特别是在招聘与甄选、培训与发展、绩效管理、薪酬和员工保留等领域。文章首先描述了大数据在人力资源管理流程和实践中的应用,强调了其对劳动力管理的益处和价值。文章还说明了大数据分析的应用如何通过机构监控和其他算法操纵做法(如貌相、胁迫和控制)将员工置于极大的风险之中。我们的理论研究为个别人力资源实践所特有的重大伦理挑战提供了更广阔、更细致的视角,从而推动了人力资源管理和伦理学文献的发展。此外,我们的分析还将伦理学带入了人力资源管理领域,对通过数字技术利用员工信息为企业谋利的行为提出了质疑。在此过程中,我们采用了一个道德原则框架来说明 BDA - 人力资源管理实践如何会损害员工的隐私权、保密权、透明度和受保护权。我们的分析还提出了从业人员和学术界共同关注的、尚未解决的问题,并为研究和实践提出了建议。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
20.20
自引率
7.00%
发文量
0
审稿时长
48 days
期刊介绍: The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.
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