Notes on W(5) H(1) for Three New Research Articles, and Compare & Contrast Research (p. 16a)

Objective Summary: Artificial Intelligence Drawbacks

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Objective Summary

The two authors of the article for the summary are Kochling and Wehner (2020). Both authors are qualified to take on the research because Alina Kochling is part of the business professional team of lecturers who are at Heinrich-Heine-University Dusseldorf. Since the author is part of a higher learning institution, there is a high chance that the author will use their experience to guide research. The writers finish this research by carefully examining 36 papers that covered the years 2014 through 2020 and provided information. They sought to examine how the idea of using algorithms to help human resource managers in employee recruitment can lead to bias and discrimination. The found out that, although algorithmic decision making is good, it requires some improvement to remove the possible discrimination. Considering the time frame of the research, the paper is a recent rather than a historical one. The article is not historical because it has been conducted and presented within the timespan of the previous decade. Hence its concepts are easily applicable to current world situations. This shows that it is applicable in several areas in today’s society as it considers elements in recent times.

The research by the authors involved the review of literature that pertains with algorithmic decision-making in HR. The research would guide employers on the best way to boost fairness when choosing best employees and establishing proper ways to manage them. The authors use the paper to show how other employers and clients how the concept of algorithmic decision-making operates, while informing areas that may require research in future. The researchers ensure an approach that is not only methodological but highly transparent and replicable to several other real-life scenarios. Kochling and Wehner (2020) provided sufficient research on the concept of recruiting employees, and also offered the directions for future research on the topic. The researchers claim that this research was necessary because there exists little knowledge on the kind of troubles in HR when it comes to selecting the right employees. After reviewing the literature and analyzing the same, the authors give both practical and theoretical suggestions on how future research should be done.

Reference

Köchling, A., & Wehner, M. C. (2020). Discriminated by an algorithm: a systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development.  Business Research, 13(3), 795-848. https://doi.org/10.1007/s40685-020-00134-w