In a constantly evolving business landscape, the role of the Human Resources (HR) has expanded beyond simply managing people. With the advance of technology and the exponential growth of data, HR has also emerged with a strategic approach to making intelligent decisions and mitigating labour risks, which we can call People Analytics. In this article, we will explore how the use of data can strengthen HR practices and the importance of a data-driven approach. legally sound to ensure compliance with the law.

By adopting an approach based on People Analytics, we can make decisions based on reliable and accurate information. A analysing data makes it possible to identify trends and patterns, anticipate risks and establish preventive policies. In addition predictive analysis, driven by algorithms e artificial intelligence (AI), offers valuable insights for anticipating problems such as the turnover, o absenteeism and accidents at work.

The algorithms and IA have played a key role in HR. These technologies can process large volumes of data efficiently, identify complex correlations and provide actionable forecasts. However, it is essential that they are developed and applied with ethical considerations, guaranteeing the impartiality and transparency of the results.

The use of algorithms and AI in labour relations involves sensitive and complex issues. On the one hand, they allow greater efficiency and objectivity in processes such as recruitment, distribution of tasks, evaluation and even dismissal. On the other hand, they raise risks of discrimination, arbitrariness and lack of transparency, This is why the legal community needs to pay extra attention.

O law, In the last few years, the European Commission, which by its nature tends to evolve more slowly than technology, has already taken some important steps, such as the ban on discriminatory solutions and the Decent Work Agenda, The report, which obliges companies to inform workers about the parameters, criteria and rules used by algorithms that affect their labour relations, is also being discussed. Also under discussion are public registers of algorithms, which would increase transparency and control.

The challenges are many and varied. It will be the responsibility of legislators, supervisory bodies, companies and workers to ensure a smooth transition. ethics e fair for an increasingly digital labour market.

Joana Oliveira, Consultant, SHL Portugal
Pedro Ferreira de Sousa, Associate Coordinator, VdA


Published in Human Magazine on 28/7/2023