On the ambivalence of transparency of digital HR systems
The project examines the effects of the use of digital HR systems on the work of HR, employees and works councils.
Background
Increasing digitalization in the HR sector is significantly changing the work of HR employees - they have an expanding amount of data and increasingly powerful data analysis tools at their disposal. This not only opens up new opportunities and areas of responsibility (e.g. in the area of training and qualification planning). Increasing datafication also creates the potential to make the value contribution of HR work in the company (more) visible. At the same time, the transparency of the qualifications and performance of the employees managed by HR staff increases. On the one hand, employees can benefit from this transparency: Their requirements, concerns and performance may be recorded more objectively by HR management and handled more efficiently. On the other hand, transparency can also increase the company's control over employees.
This ambivalence of the transparency of digital HR systems is the focus of this project.
While previous work on the use of digital HR systems has mainly dealt with the associated risks and opportunities for employees in abstract terms, this research project examines the concrete application practice in HR work itself. It builds empirically and theoretically on existing research by the research group on the effects of automation and algorithmic work management in companies.
Methods and Objective
We are conducting a qualitative comparative analysis of the changing requirements of working with new digital HR systems in the framework of seven company case studies. To this end, we lead guided interviews with HR experts and system-users within the company. We pay special attention to what new qualifications and competencies are required, what possible organizational changes occur due to the formalization and standardization of work processes, and how new HR systems are imbedded in the context of changing corporate strategies. At the same time, work councils also play role in the digital transformation of companies. The project aims to contribute to a further understanding of changes in work processes in HR management, technology design and co-determination in the context of the digital transformation of companies.
Team IMU Institut GmbH
- Laura Mendler
- Bettina Seibold