In a four-part series on penso.ch, the trade magazine for HR, social insurance, and employee benefits, Olivia Boccali explains how companies can implement AI-powered people analytics throughout the entire employee journey—from recruitment through development and performance to offboarding—in a way that is both legally compliant and practical.
The focus is on key issues related to governance, compliance with data protection principles, transparency, and managing risks of discrimination and surveillance. The article examines typical HR scenarios and highlights the associated legal and practical challenges. At the same time, it outlines concrete approaches 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 Along the Employee Journey – Part 1
- Article 3: The Use of AI Along 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 minimized while simultaneously leveraging the potential of data-driven HR management in a sustainable manner.