Artificial intelligence and people management: A critical assessment through the ethical lens

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-03-01 DOI:10.1016/j.hrmr.2022.100923

Arup Varma , Cedric Dawkins , Kaushik Chaudhuri

引用次数: 0

Abstract

The dramatic increase in the use of Artificial Intelligence (AI) in workplaces around the world has tremendous potential to increase business profitability. While AI has numerous useful applications and can help speed up business processes or transform systems, its use in human resources (HR) processes and systems presents a complex series of ethical considerations that require organizational leaders to tread with caution. In this paper, we argue that as the foremost worker advocates in the firm, HR managers must be ethically sensitive and accountable. They have responsibility to carefully monitor AI programs to ensure that these systems do what they are purported to do and protect the dignity of the worker through transparency regarding the data being collected and privacy regarding its usage. Lastly, the HR manager must closely monitor the fairness and equity impacts of AI such that its use is procedurally and distributivity just.

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人工智能和人员管理:通过伦理视角的关键评估

人工智能（AI）在世界各地工作场所的使用急剧增加，对提高企业盈利能力具有巨大潜力。虽然人工智能有许多有用的应用，可以帮助加快业务流程或改造系统，但它在人力资源流程和系统中的使用提出了一系列复杂的道德考虑，需要组织领导人谨慎行事。在这篇论文中，我们认为，作为公司最重要的员工倡导者，人力资源经理必须在道德上敏感和负责。他们有责任仔细监控人工智能程序，以确保这些系统能够做到他们想要做的事情，并通过收集数据的透明度和使用数据的隐私来保护工人的尊严。最后，人力资源经理必须密切监控人工智能的公平性和公平性影响，使其使用在程序上和分配上都是公正的。

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

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

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.