Digital transformation on the example of the use of artificial intelligence in the human resource information system in the tension field of the GDPR

Abstract

The aim of this master thesis is to discuss the usage of Artificial Intelligence in the human resource information system and in the tension field of the General Data Protection Regulation. A lot of companies nowadays use or start to implement artificial intelligence in order to gain competitive advantage. This as well doesnt stop in human resource departments, quite the contrary happens namely the huge increase of predictive machines to fulfil the needs and reach the goals for HR. Organizations face great challenges with the use of this new technologies because some side effects like privacy, discrimination or acceptance come up with AI and have to be handled. At the same time the call for privacy came up and was implemented in the European Union through the GDPR. Therefore, the use of personal data is only allowed if there exist a purpose and a legal basis (like e.g. a declaration of consent). It is a great challenge to comprehensively be in the possession of that, but on the other side big amount of data are necessary to train and operate AI systems. This also apply for employees and their data. Here as well the usage of predictive software is very valuable and from a lot of companies already in use. But only if the purpose of the collection of data is disclosed it is legally allowed to process this data. A big issue in this context is also the acceptance of the affected persons only if the aim for the collection of the data is transparent there is a chance that employees or applicants will agree with the conditions or the outcomes. This thesis deals exactly with this field of tension processing employee data in consideration of the GDPR and gives insights from literature and as well from field research. Eighty-two experts were asked regarding these issues and the results are shown and discussed in this thesis.