In a four-part series on penso.ch, the specialist magazine for HR, social security and occupational pensions, Olivia Boccali explains how companies can use AI-powered people analytics throughout the entire employee journey – from recruitment through development and performance management to offboarding – in a way that is both legally compliant and practical.
The focus is on key issues relating to governance, compliance with data protection principles, transparency, and the management of risks associated with discrimination and surveillance. Typical use cases in HR are examined, and the associated legal and practical challenges are highlighted. At the same time, specific approaches are outlined for effectively addressing these risks in day-to-day business operations.
Here is an overview of the four articles:
– Article 1: Legal risks associated with the use of AI in people analytics
– Article 2: The use of AI throughout the employee journey – Part 1
– Article 3: The use of AI throughout the employee journey – Part 2
– Article 4: Legally compliant implementation of people analytics
The articles demonstrate that the use of AI in HR is not merely a technology project, but requires early legal integration, clear responsibilities and a robust governance framework. They also highlight that data protection, fairness and transparent decision-making processes are key prerequisites for sustainable and widely accepted implementation. Only in this way can risks be minimised whilst simultaneously harnessing the potential of data-driven HR management in the long term.