ETHICS AND ADVANCEMENT OF ARTIFICIAL INTELLIGENCE IN INTERNATIONAL HR-MANAGEMENT: RISKS AND WAYS TO MINIMIZE THEM
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| Název: | ETHICS AND ADVANCEMENT OF ARTIFICIAL INTELLIGENCE IN INTERNATIONAL HR-MANAGEMENT: RISKS AND WAYS TO MINIMIZE THEM |
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| Zdroj: | Aesthetics and Ethics of Pedagogical Action; No. 31 (2025); 52-62 Естетика і етика педагогічної дії; № 31 (2025); 52-62 |
| Informace o vydavateli: | Poltava V. G. Korolenko National Pedagogical University, 2025. |
| Rok vydání: | 2025 |
| Témata: | аудит алгоритмів, bias, упередженість, дискримінація, етичні стандарти, штучний інтелект, algorithm audit, artificial intelligence, ethics, human resources management, етика, HR-менеджмент, HR-management, управління персоналом, ethical standards, discrimination |
| Popis: | The article explores the ethical aspects of using artificial intelligence (AI) in international HR management, with a particular focus on the risks of discrimination that may arise from the use of historical data. The authors analyze the impact of AI algorithms on key HR processes, including hiring, promotion, and performance evaluation. It is found that automated systems can unconsciously reproduce biases inherent in the original data sets, which can lead to unequal treatment of candidates and employees. Special attention is paid to the problems of algorithm transparency, personal data protection, and injustice in automated HR systems. An important aspect is the issue of trust in algorithmic solutions, their explainability, and compliance with international standards of ethics and regulation. The lack of clarity and complexity of algorithms can lead to situations where HR professionals cannot explain the reasons for making a decision, which, in turn, reduces the trust in the use of AI in HR management. The article suggests methods to minimize the risks of bias, including careful selection and adjustment of initial data, auditing algorithms for discriminatory factors, ensuring transparency of decision-making processes, and applying a hybrid approach that combines automated systems with human control. In addition, the authors emphasize the importance of adhering to ethical standards and international norms when developing and implementing AI in HR processes. An important aspect of the study is the need to train HR professionals in the principles of working with AI, understanding its capabilities and limitations, as well as methods for identifying and correcting potentially unfair algorithmic decisions. Training and professional development of HR managers in the field of ethical use of AI will help to form a more responsible approach to its application. The author also notes that in order to ensure the effective and fair use of AI in HR, it is necessary to continue developing regulatory frameworks and corporate policies. This will not only minimize the potential risks of discrimination but will also help to increase the overall trust in automated HR solutions. The development of regulatory documents, standardization of approaches to auditing algorithms, and improvement of mechanisms for assessing their ethics are key elements for further integration of AI in HR at the international level. У статті досліджуються етичні аспекти використання штучного інтелекту (ШІ) в міжнародному HR-менеджменті, зокрема ризики дискримінації, які можуть виникати через історичні дані. Автор аналізує вплив алгоритмів ШІ на процеси найму, просування та оцінки продуктивності працівників. Розглядаються проблеми прозорості, захисту персональних даних і несправедливості в автоматизованих системах. Пропонуються методи мінімізації ризиків упередженості, такі як: ретельний вибір даних, аудит алгоритмів, прозорість рішень, гібридний підхід і дотримання етичних стандартів. Підкреслено важливість навчання HR-фахівців принципів роботи з ШІ та його обмеженням. |
| Druh dokumentu: | Article |
| Popis souboru: | application/pdf |
| Jazyk: | Ukrainian |
| ISSN: | 2226-4051 2616-6631 |
| Přístupová URL adresa: | https://aesthetethicpedaction.pnpu.edu.ua/article/view/331532 |
| Přístupové číslo: | edsair.scientific.p..343273d23b2cf8f32f19cc31f4b51a25 |
| Databáze: | OpenAIRE |
Nájsť tento článok vo Web of Science | Abstrakt: | The article explores the ethical aspects of using artificial intelligence (AI) in international HR management, with a particular focus on the risks of discrimination that may arise from the use of historical data. The authors analyze the impact of AI algorithms on key HR processes, including hiring, promotion, and performance evaluation. It is found that automated systems can unconsciously reproduce biases inherent in the original data sets, which can lead to unequal treatment of candidates and employees. Special attention is paid to the problems of algorithm transparency, personal data protection, and injustice in automated HR systems. An important aspect is the issue of trust in algorithmic solutions, their explainability, and compliance with international standards of ethics and regulation. The lack of clarity and complexity of algorithms can lead to situations where HR professionals cannot explain the reasons for making a decision, which, in turn, reduces the trust in the use of AI in HR management. The article suggests methods to minimize the risks of bias, including careful selection and adjustment of initial data, auditing algorithms for discriminatory factors, ensuring transparency of decision-making processes, and applying a hybrid approach that combines automated systems with human control. In addition, the authors emphasize the importance of adhering to ethical standards and international norms when developing and implementing AI in HR processes. An important aspect of the study is the need to train HR professionals in the principles of working with AI, understanding its capabilities and limitations, as well as methods for identifying and correcting potentially unfair algorithmic decisions. Training and professional development of HR managers in the field of ethical use of AI will help to form a more responsible approach to its application. The author also notes that in order to ensure the effective and fair use of AI in HR, it is necessary to continue developing regulatory frameworks and corporate policies. This will not only minimize the potential risks of discrimination but will also help to increase the overall trust in automated HR solutions. The development of regulatory documents, standardization of approaches to auditing algorithms, and improvement of mechanisms for assessing their ethics are key elements for further integration of AI in HR at the international level.<br />У статті досліджуються етичні аспекти використання штучного інтелекту (ШІ) в міжнародному HR-менеджменті, зокрема ризики дискримінації, які можуть виникати через історичні дані. Автор аналізує вплив алгоритмів ШІ на процеси найму, просування та оцінки продуктивності працівників. Розглядаються проблеми прозорості, захисту персональних даних і несправедливості в автоматизованих системах. Пропонуються методи мінімізації ризиків упередженості, такі як: ретельний вибір даних, аудит алгоритмів, прозорість рішень, гібридний підхід і дотримання етичних стандартів. Підкреслено важливість навчання HR-фахівців принципів роботи з ШІ та його обмеженням. |
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| ISSN: | 22264051 26166631 |