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Tobias M. Scholz

Big data is becoming ubiquitous and pervasive. Its development is the same in human resource management. Everything in HRM can be digitized and will be usable for big data analyses. Therefore, automation of HRM is possible. In areas like recruitment and selection, this automation is already observable, with consequences like algorithmic discrimination. Consequently, it is essential to open the black box of automated HRM and be able to monitor the automated process loop and steer it strategically. However, this presupposes a unique set of skills. People require training in computational, statistical, and, most importantly, skeptical thinking. These skills are necessary at first in the HR department and later for the entire organization in order to escape the vicious cycle. This chapter shows the need for HRM in the digitized society to get the fullest potential out of big data and not become dependent on the reality that data will shape without human supervision.