Publisher Correction: AI for hiring in context: a perspective on overcoming the unique challenges of employment research to mitigate disparate impact

Kassir, Sara; Baker, Lewis; Dolphin, Jackson; Polli, Frida

doi:10.1007/s43681-022-00225-w

Cited by 1 publication

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“…Consequently, according to Kassir et al [7], the current discourse on innovations in employment selection is flawed for two reasons: (1) it ignores the fact that large corporate employers seldom rely solely on human decision-making and often use traditional hiring tests, and (2) it fails to consider the benefits of recent technological advancements in light of the domain-specific challenges of employment selection that have sustained the «diversityvalidity dilemma». These various spatial developments, representing reduced control by office workers of their immediate working environment, seem more likely to be found in large-scale routine back-office work where there is little face-to-face contact with the public or customers [5].…”

Section: дозволив використання штучного інтелекту на основі винятків ...mentioning

confidence: 99%

The practice of artificial intelligence for the time-attendance detection in a workstation

Bulgakova,

Bulgakova

2023

Aktual. probl. pravozn.

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The research emphasizes the importance of applying theoretical knowledge in legal practice, especially concerning the notion under General Data Protection Regulation (GDPR) Article 9 when legislator, according to paragraph 2, has allowed the use of artificial intelligence based on exceptions provided in «a» and «b» from the prohibition rule under paragraph 1 of the mentioned provision. Due to that, research reveals legal relations concerning unique identification practices in the workplace. Two kinds of legal relations are targeted as examples. The first one involves the time management of employees at the workplace, where the application of the principle of proportionality exemplifies that unique identification can only be practiced if there is a strict necessity. The second one discussed in terms of regulations for implementing devices that use biometric authentication for the access control to premises in workplaces under consent given by the employee.The research confirms that unique identification in the workplace is acceptable under Article 9 (2, a & b) of the GDPR, but interference with the fundamental right of an employee to the personal data protection in a workstation for unique identification must be legitimate and proportionate to the terms to derogate from the GDPR Article 9 (1). The research suggests installing the advancement of operative interfaces and experienced technology with non-biometric intelligent systems that can deliver ample time tracking in the workplace.

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Section: дозволив використання штучного інтелекту на основі винятків ...mentioning

confidence: 99%

The practice of artificial intelligence for the time-attendance detection in a workstation

Bulgakova,

Bulgakova

2023

Aktual. probl. pravozn.

View full text Add to dashboard Cite

show abstract

Publisher Correction: AI for hiring in context: a perspective on overcoming the unique challenges of employment research to mitigate disparate impact

Cited by 1 publication

References 0 publications

The practice of artificial intelligence for the time-attendance detection in a workstation

The practice of artificial intelligence for the time-attendance detection in a workstation

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