decision support system and smart technologies are gaining popularity in assessment of employees performance. what kind of ethical concerns we should account while decision making? decision support system works on performance oriented measurable tasks and does not consider subjective measures i.e. relation with peers, employee citizenship behavior, affective commitment ....
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What kind of ethical concerns we should account while using decision support system/smart technologies for employees appraisal?
In order to address above ethical concerns on lacking of subjective measuring of relationship with peers, employee citizenship behavior, affective commitment etc. which can be opinion / perception based, one of the approach is to apply the 360 degree evaluation from the employee's peers, subordinates, managers, community service stakeholders etc.
Also in order to strengthen the performance oriented measurement using DSS / Smart Tech / AI etc., these evaluations need to be triangulated / reviewed by the employee's immediate managers so that no technological flaw undetected.
Last but not least - since technology is used to analyze & assess employee performance, those data, information & insights should be safely secured through e.g. adequate security policies, security credentials, access rights, permissions, role-based access, data encryption at rest / in transit etc.
Do you mean DSS only, or are you more interested in Artificial Intelligence-based solutions?
Also, who is the "we" here? Developers? Users? Academics?
csaba
Csaba Csáki here focus is not on technology type, question is when technology based performance evaluation is performed (which mainly based on numbers), what kind of ethical concerns decision maker (managers) should keep in mind?
Zubair, Have you read: "weapons of math destruction"? - Cathy O'Neil has a few case studies and some arguments that could add perspective to potential answers... the first case study in her book is just about HR decision based on numbers solely - when the inner workings of the model/application is not known (probably not even to its creators :(
Zubair, Have you read: "weapons of math destruction"? - Cathy O'Neil has a few case studies and some arguments that could add perspective to potential answers... the first case study in her book is just about HR decision based on numbers solely - when the inner workings of the model/application is not known (probably not even to its creators :(
i will check it out... that is exactly what i am looking for.. DSS will generate reports based on performance indicators and will not provide subjective judgments, may be a high performer is not using fair means, or may be transparency issues, may be he is deceiving company or other team members and suppressing team performance as whole... what could be the other possible concerns?...Mr. Han Ping Fung mention a good solution of 360 feedback evaluation, but i am focusing on refining of problem itself, and trying to generate a list of issues.
The book mentions the problem of teachers helping students during the test - so students do bettet leading to better teacher evaluation.. (in general: distorting output to look good)
Is this thread dead?
I have recently come across some general AI overviews related to employment use...
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