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Gabriel Kasper
Title
Dr.
Last Name
Kasper
First name
Gabriel
Email
gabriel.kasper@unisg.ch
Phone
+41 71 224 28 10
Now showing
1 - 6 of 6
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PublicationType: journal articleJournal: Academy of Management DiscoveriesVolume: 6Issue: 3
Scopus© Citations 67 -
PublicationThe Challenges of Algorithm-based HR Decision-making for Personal Integrity(Springer, 2019-06)Organizations increasingly rely on algorithm-based HR decision-making to monitor their employees. This trend is reinforced by the technology industry claiming that its decision-making tools are efficient and objective, downplaying their potential biases. In our manuscript, we identify an important challenge arising from the efficiency-driven logic of algorithm-based HR decision-making, namely that it shifts the delicate balance between employees’ personal integrity and compliance toward favoring compliance. The reason is that algorithm-based HR decision-making may marginalize human sense-making, promote blind trust in rules, and replace moral imagination. We suggest that critical data literacy, ethical awareness, the use of participatory design methods, and private regulatory regimes within civil society can help overcome these challenges. Our paper contributes to literature on workplace monitoring, critical data studies, personal integrity and literature at the intersection between HR management and corporate responsibility.Type: journal articleJournal: Journal of business ethics : JOBEVolume: 160Issue: 2
Scopus© Citations 14 -
PublicationType: journal articleJournal: Zeitschrift für Schweizerisches RechtVolume: 138Issue: 1
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PublicationType: book section
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PublicationBig Data am Arbeitsplatz, Datenschutz- und arbeitsrechtliche Herausforderungen von People Analytics in Schweizer Unternehmen(Dike-Verlag, 2019)Uttinger, UrsulaType: book section
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PublicationPeople Analytics in privatrechtlichen Arbeitsverhältnissen : Vorschläge zur wirksameren Durchsetzung des DatenschutzrechtsThis legal dissertation is dedicated to the topic of people analytics in private law employment relationships. People Analytics refers to the practice of personnel development in which digital data from internal and external sources relating to human capital are systematically evaluated using information technology in order to make decisions that increase the value of a company. The author begins by identifying the differences between people analytics and older forms of monitoring in the workplace as well as the resulting legal problems. After considering the various applicable fields of law, he focuses on the analysis of employment and data protection law. Key findings include the following three facts: that data protection regulations, which are predominantly procedural in nature, must be interpreted in a risk-oriented manner; that, in the work context, consent should be avoided as a reason to justify data processing; and that there are deficiencies in the enforcement of data protection in private law. Based on this, the author develops an improvement concept aimed at professionalising and democratising data protection law. He contrasts his theoretical considerations with the empirical data that he has collected as part of an interdisciplinary research project. In addition to the existing Swiss Data Protection Act, this dissertation takes into account the proposals for the future, fully revised Swiss Data Protection Act, the EU General Data Protection Regulation and selected aspects of US data protection law. The dissertation has won the Stefano Rodotà Award of the Council of Europe and the Professor Walther Hug Prize.