PRIVACY AND ETHICS IN DIGITAL HUMAN RESOURCE
MANAGEMENT
Introduction
In the increasingly advanced digital era, human resource management (HRM) is
undergoing major changes (Kusuma, FK, 2021). The Digital Age is also referred to as an age
where everything is optimized by technology (Turnip, E, Y, & Siahaan, C, 2021). The use of
digital technology and data in (HR) processes brings many benefits, but also brings new
challenges around privacy and ethics. Privacy is a major issue in human resource
management (Perdana, A, 2019). The collection and use of employees' personal data must
strictly adhere to privacy principles.
Employees have the right to protect their personal information, such as health data,
employment history, and other sensitive information. Organizations need to ensure that
employees' personal data is properly protected, only used for legitimate purposes and not be
misused. Digital security concerns are events or actions that can result in loss or damage,
especially information theft. In the digital world, criminals such as Hacker, Kiddie and
Cracker Script, where information theft occurs when someone steals sensitive or confidential
information (Kaseng, E. S., et. al, 2023). In addition, ethics is an important aspect of digital
HR management (Junita, A, 2021). It is important for organizations to ensure that their
algorithms and decisions are based on reasonable and transparent principles.
The use of technologies, such as data analysis, product development, and algorithms,
can improve strategic decision-making regarding routes, promotions, and recruitment. It is
important for organizations to ensure that the algorithms and the decisions they take are based
on reasonable and transparent principles (Nawawi, HM, et. al, 2019). Since the beginning of
the digital era, Human Resource Management (HRM) has undergone many transformations.
The digital era has significantly affected how businesses recruit, train and inspire their staff.
Companies must not only understand technology, but also how it can help them manage their
resources their people (Sudiantini, D., et. al, 2023).
Human resources, as one of the resources in an organization, is the appearance of the
integrated capacity of the mind and physical strength of individuals. Behavior and character
are determined by heredity and the individual's environment, while the results of the work
done by each individual come from demands to fulfill motives or needs to be fulfilled and in
accordance with expectations (Darmawan, D., et. al, 2023).
Human rights violations must be addressed at every stage of digital HR management.
To maintain privacy and ethics in management. Digital HR, organizations need to have clear
policies and procedures in place. Data usage must comply with applicable privacy
regulations, such as the Personal Data Protection Act. In addition, employee training and
awareness on digital privacy and ethics are also important to avoid violations and encourage a
fair and responsible work culture. The digital era also brings many changes to human life,
especially in the field of education (Amalia, SZ, 2019).
This study shows that privacy and ethics play an important role in digital human
resource management. Organizations need to prioritize the protection of employees' personal
data and need to take measures that are It is necessary to ensure that decisions are based on
fair ethical principles. By maintaining privacy and ethics, digital human resource
management can drive sustainable growth and create a healthy and inclusive work
environment for all employees (Nugraha, M, S, Maskar D. K & Rohayani, A, 2023).
Background
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unexpected effects on
customers. Maintaining information data security has two branches of science in its
development such as cryptography and steganography (Pabokory, F. N., Astuti, I. F., &
Kridalaksana, A. H, 2016). Financial technology companies provide simple financial services
and do not require complicated administrative procedures, as traditional banks do. One of the
causes of the proliferation of unaccounted credit (UCA) players in urban populations is the
speed with which they can be verified and accessed via smart phones (Nabila, 2018). Both of
these factors result in consumers not reading the terms and conditions, resulting in data
leakage and creditors gaining access to consumer contacts. Through a phenomenological
study, this research restores the data leakage that can occur to two primary sources after
borrowing money through online credit. While digital innovation can benefit the digital
economy, it can also have new consequences and challenges for the traditional economy,
ranging from cyber security vulnerabilities to customer data damage and social concerns.
With the idea of isolation. One example is the lack of official authorization for data
protection under the 1945 Constitution. (Setiawan, H,B, & Najicha, F,U, 2022).
The experience of the fourth source shows the benefits and challenges identified by
the communication technology industry, which is now driving the web industry 4.0 in
metropolitan areas. Some previous studies, such as Goddess & Protection (2016), addressed
privacy and personal data from a legal perspective. Meanwhile, Nurdinisari (2013) examined
privacy and personal data protection from the perspective of economic law, as stipulated in
the Telecommunications Law, Electronic Transactions and Information Law, and Consumer
Protection Law, which have not been comprehensively assessed in accordance with
international privacy principles and personal data defense. Protecting data and even student
privacy is very important in today's digital era (Latumahina, F, et. al, 2023). Yuwinanto
(2012) also analyzed the concept, dimensions, and measurement of privacy, as well as
freedom of information and data security from the perspective of information and library
science. Digitalization of human resource management allows companies to improve HR
processes and gain a competitive advantage (Pradana, R, A, et. al, 2023). So, from the point
of view of the communication technology industry, this research fills the ethics and privacy
gap in financial technology or communication technology.
Methodology
This research is about "How are Ethics and privacy policies in Digital HRM?". The
purpose of this question is none other than to know and examine the use of digital in ethics
and know about the privacy policy of the digital technology. In conducting the research, the
investigation is carried out in a method which is to direct as well as know the scope of the
research. (Darmawan, D, 2023).
This study uses the Literature Review methodology, where the Literature Review in
Indonesian, literature refers to all types of writings that can be used as references or reference
materials in various disciplines of research or scientific writing (Ridwan, M, et. al, 2021).
literature review is a comprehensive summary of previous research on a particular problem
(Nabilah Maulidah Az-zahroh, 2023).
Literature Review
Ethics in the digital world can be seen through various perspectives, including
personal use ethics, business ethics, political ethics, and others. (Sanjaya, R et, al, 2019).
Ethics is not only about taking responsibility; if we are not careful and ethical in our
activities on social media, we will suffer consequences and break the law. (Muldiah S, 2023)
Data ethics is part of what we mean when we talk about the decisions and actions we
take when collecting, analyzing, and using data. Principles and laws specific to data use in
each country must be adhered to. (Saputra, M. F. S, 2019).
The most important ethical issue is the creation of good data management practices to
ensure data security. Good information management allows information to be shared.(Clark,
K et, al, 2018).
Information technology often involves a person's sensitive information, which must be
handled with moral honesty and adherence to ethical standards. Individual privacy rights
must be considered when using personal data. Collecting personal information requires
maintaining its confidentiality and safeguarding it from illegal actions (Abdillah, Rifqu,
2023).
Big data is a trend that covers every field of technology (Pujianto, A et, al, 2018).
There are ethical issues in the utilization of big data that need to be addressed. Data-driven
decision-making may become biased and unfair due to improper data analysis (Muhammad
Abdurrohman, 2020).
Privacy policy emerged from the common law system as a self-regulatory approach.
Privacy policies can be customized through personal data protection principles established by
national laws and regulations (Dhianty, R, 2022).
Social media users are still ignorant of the issue of guaranteeing privacy and security
of social media data, compared to other countries, the government, especially the Indonesian
government, does not have clear rules and regulations so that it faces an ethical dilemma.
About the data used (Shalihamidiq, S, et, al, 2022).
Effective decision making is a complex process that includes a number of structured
steps (Rizka Maria Merdeka, 2023). The decision-making process consists of three stages,
namely: intelligence, planning for choices (Sudjiman, P.E, et, al, 2018).
Management information systems (MIS) provide information to an enterprise.
decisions about planning, starting, managing and controlling operations; provide enterprise
collaboration on enterprise subsystems and their processes manipulate (Utami, R. S, et, al,
2020).
Rapid advances in technology are having a major impact on the workplace, with
automation and the rise of artificial intelligence (AI) being two of the most transformative
developments in recent years. These technologies promise to revolutionize the way we work
(Paudel, Ram, 2022).
In the operation of artificial intelligence systems, ethical issues relate to the production
of false information and misinformation, copyright issues, transparency of artificial
intelligence companies, and cybersecurity and privacy to illegal access to information and
information streaming (Firdhausi, A, 2023).
Digitalization connects people, processes, data, and objects for intelligence and
understanding. The digital era has an impact on almost every aspect of life, including
economics, law, politics, socio-culture, defense and security (Asari, Andi et, al, 2023). The
digital era has an impact on almost every aspect of life, including the economy, law, politics,
socio-culture, defense and security (Hartini, 2023).
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
Digital Privacy
Data has become a commodity in the information and communication technology
business due to the ease of access to information generated by digitization. User exposure to
data security concerns as a result of terms and conditions has unforeseen effects for
customers.
In the use of cloud computing technology, it is related to the law of privacy and
personal data protection. Meanwhile, Nurdinisari (2013) investigated privacy and personal
data protection in the Telecommunications Law, Electronic and Information Transaction
Law, and Consumer Protection Law, all of which have been updated.
Techniques such as data mining are needed in the era of big data to uncover interesting
insights into new patterns and models of large volumes of data that are descriptive,
understandable, and predictive. (Zaki & Meira, 2014). Data, as a commodity of industry 4.0,
must be protected through a process known as cybersecurity. According to Accounts-Thibault
(2014), cybersecurity is the organization and consolidation of resources, processes, and
structures used to protect cyberspace and its systems from discrepancies between de jure
ownership and de facto events. Thibault's attempt to describe security cyber illustrates why
cybersecurity is so important in Indonesia's technology practices.
Data has become one of the most valuable commodities in our fully connected digital
age. Every day, the amount of data generated grows exponentially. The concept of big data is
evolving as a means to manage and analyze large amounts of data, which provides
tremendous opportunities to uncover new insights. However, there are ethical difficulties that
must be overcome to maintain the privacy and security of live data. (Zen Munawar, 2023)
Big data will continue to grow in the future, and technology will progressively affect
the ethics of data management. As new technologies such as artificial intelligence and the
Internet of Things (IoT) develop, new challenges and possibilities will arise. In order to
maintain the privacy and security of live data, it is imperative to continuously build the right
ethical framework and review the right policies. Key issues in Big Data include the
complexity of the Big Data exploration process, the lack of clear regulations in the use of big
data, time and cost limits, and the scarce availability of software. Interpreting data in
Indonesian, as well as a shortage of human resources trained in Big Data creation (Hasibuan,
M, et. al.2023).
We can protect data privacy and security in the digital age by implementing the right
ethical tactics and practices, such as data encryption, compliance with privacy rules, and
higher education. (Ni Putu Diah Untari Ningsih, 2023)
Some of the benefits of Big Data that have been felt, especially in the business world,
include knowing the public's reaction to products released through sentimental analysis on
social media; assisting companies in making more accurate and accurate data-driven
decisions; helping the company's image in the eyes of customers; business planning by
knowing customer behavior, such as in telecommunications and banking companies; and
knowing market trends and consumer preferences. (Rudi Edi Santoso et al., 2022)
Companies can use Big Data technology to recognize customer behavior through
purchasing activities. The data from each transaction contains a combination of products
purchased,Ethics of digital usage.
Ethics of digital usage
Lin (2011) Ethics is a philosophical discipline concerned with human behavior based
on the criteria of good or bad, right or wrong. The name comes from the Latin word
"ethicus", which means "ordinary" in Greek. In this sense, ethics can be defined as the
behavioral values displayed by individuals or organizations in contact with others with their
environment. According to Fernanda, ethics involves moral principles that guide the activities
of a person or group in achieving acceptable standards of behavior. According to Bertens'
second view, ethics can also be seen as a synonym for morals, which reflect the ideals and
conventions of society ((Maslahatun Kamilah, et. al, 2023).
Morals are the main factor that makes up ethics.
Normative ethics is a type of ethics that aims to define and establish various ideal
behaviors, actions, and attitudes that every human being should exhibit in this life.
Social ethics is a branch of ethics that deals with the attitudes and obligations, as
well as the behavior of a person as a member of the human race. As we all know, we
are now entering the digital age, when everything can be done in a very sophisticated
way.
Digital ethics is one of the components contained in Digital Citizenship (Bashah, M,
A, & Zulkifli, H, 2023). The digital age is generally understood as an era or era that has borne
the conditions of progress in the field of existence towards universal digital. The evolution of
the digital age is accelerated and cannot be stopped by humans. Because we are the ones who
demand that things become more efficient and practical.
Of course, this will have both positive and negative consequences. When we
understand and appreciate the digital world, we will demand that students have a good
education. Because there are so many terrible and wonderful things that can happen in this
digital age. To effectively educate students in the digital age, they should set strict limits on
their smartphone usage. When using smartphones in class, for example, it is ideal to use them
exclusively for urgent needs so that students can focus on what we are teaching in class. It is
recommended that students are accompanied when accessing sites that are taught in class, so
that no student visits other sites that are not taught because it will disturb other students when
using cell phones in class (Saputra, M, 2022).
The development of ethics can have a big impact on people's lives (Rivaldi, R,R,
2023). In addition, you must provide comfort so that they can speak openly and honestly.
Based on some of these methods, it can be said that the best way to educate graduates in the
digital era is to provide students with limitations, support, and direct contact so that what we
teach can be understood and well understood. As the number of "residents" of digital media
increases, the importance of digital ethics also increases (Tanamal, N, A, 2022).
The use of personal data has emerged as a critical ethical issue in the information
technology business. Personal data includes sensitive information such as a person's name,
address, phone number, financial information, medical history, and various other personal
details. Personal data is often collected, processed, and used for various reasons in the context
of information technology (Yel, M, B & Nasution, M, K, 2022).
The collection and broadcasting of personal data is a violation of a person's privacy
because the right to privacy includes the ability to choose whether or not to provide personal
data. Some businesses or organizations have misused personal data for unethical purposes,
such as privacy violations, unwanted profiling, unauthorized data sales, and possible
damaging cyber-attacks (Setiawan, H, B, & Najicha, F, U, 2022).
Personal data protection emphasizes that each person has the right to choose his or her
own fate, including whether or not to share data, and that when data is shared, he or she also
has the right to determine the conditions that must be met within a community. Due to the
lack of clear legislation in the Personal Data Protection Law, Indonesia is governed by a
number of legislative regulations, the provisions of which do not comprehensively emphasize
the principles of data protection (Herryani, M, R, T, R. & Njoto, H, 2022).
Professional ethics in the field of information technology is becoming increasingly
important in this environment (Zakaria, H, 2022). Professional ethics is a set of moral
principles and norms of behavior that digital users should follow.
The availability of new technologies makes data collection easier. However, because it
is not accompanied by ethical application in collection and processing, many people who
hold data are not in favor of it. This is also driven by the general public's lack of
understanding of data ethics (Mertayasa, I, K, & Wijaya, P, Y, 2023).
We must follow applicable ethical guidelines when collecting and processing data.
According to social contract theory, data collection and processing must follow the rules that
govern their environment. Article 32 of the ITE Law is an example of this provision.
When collecting and analyzing data, the following ethics can be developed:
Collecting as much data as possible. Collect as much data as possible and combine it
with the collected data. Data that is too comprehensive may reveal too much
personal information. This is done to protect the privacy of the data owner as well as
the security of the data against leakage to third parties.
Identify sensitive data Identify all sensitive information. Ensure all data is identified.
Digital usage decision maker
Technological advancements have given us many decision-making tools and
applications. Computer-supported decision-making technology, for example, can help with
data analysis, modeling, and simulation. Productivity software can also help with task
management, schedules, and team collaboration.
In an uncertain world, the ability to make adaptable and flexible decisions is becoming
increasingly important. we must acquire change resilience, be able to react quickly, and
evaluate the long-term consequences of our decisions (Celvine, A. P, & Edi Surya, N, 2023).
While technology can be a valuable tool in decision-making, it is important to understand its
limitations. Technology cannot replace human wisdom, ethical values, or intuitive
experience.
There is a growing body of literature on the effects of AI and automation on the
workforce and society. Several studies have emphasized the potential benefits of artificial
intelligence and automation, such as increased efficiency, productivity, and cost savings.
(Bughin et al., 2018; Manyika et al., 2017). Other studies, on the other hand, have expressed
concerns about possible negative effects of AI and automation, such as job relocation, wealth
inequality, and social disruption. Brynjolfsson and McAfee (2014); Frey and Osborne (2017).
We need to consider the human aspects of decision-making, such as emotions, ethics,
and social sensitivities. In addition, it is important to be aware of security risks, data
confidentiality, and technological biases that may affect the decision outcome.
The role of HRM in the digital era is to manage the number and quality of the
workforce. Determining several programs such as welfare, promotion and development and
others. The development of the digital era today is very influential for us and can make it
easier for us to find information (Hartanto, H, D, 2023).
Results And Discussion
How can the privacy policy in Digital HRM protect personal data from misuse or
unauthorized access?
Protection against the spread of non-concrete knowledge is a new type of non-specific
ethics. Individual morality, which has to do with how we think about right and wrong, may
be related to ethics, but in the digital age, it emphasizes the consequences of actions or
decisions. Personal ethics, commercial ethics, political ethics and other viewpoints can be
applied to ethics in the digital environment. Convergence places moral constraints on
communication, resulting in sophisticated communication in the digital world (Rambe, M &
Warminsyah, E. 2021). Ethical communication behavior requires moral sensitivity and an
understanding of the variations in ethical choices that are ultimately considered moral. 2011
(Drushel & German).
Computer ethics has been around since the 1980s, and the ethical concerns found are
illegal copies, cheap dissemination killing old technologies such as tapes, and new media
creating new ethical challenges. (Ess, 2013). In today's media industry, data has become a
valuable commodity.
Distribution networks become more economical and convenient as they become more
digitized. Unsecured digital content is easily accessible from anywhere in the world and
quickly spreads to a large number of people. (2010) with (Aldrige, Medina, & Ralphs). This
rapidly spreading data can be dangerous if it contains important data, suggesting that this
digital threat is real and should not be dismissed as insignificant. Then there are restrictions
that allow governments to regulate internet access.
According to Freedom House, bringing analog ethics to the digital sphere will result in
a decline in internet usage. Privacy has become an issue that must be addressed with recent
advances in communication technology. Control over the distribution of information,
including data about a person's personal data stored and transmitted through information and
communication technologies, is included in information privacy. (Drushel & German, 2011).
These privacy violations occur both to consumers who ignore privacy regulations and those
who have read and consented knowingly. The issue of data use beyond the authority of these
apps highlights the importance of regulating privacy, which financial technology regulators
should do.
With the development of technologies capable of recording and storing new types of
personal information, such as fingerprints, faces, and voice and images, the concept of
privacy has become increasingly important in this era (Wibowo, S, H, 2023). You can
increase your independence, authority and self-esteem by acknowledging the existence of
personal space.
In the digital age, personal information is more than just data such as phone number,
home address, date of birth, surname (child or mother), and so on. Personal information can
also be collected through online financial transactions and bank data, health difficulties
(through health apps), photos or pictures uploaded online, and places (using Foursquare
social media, for example).
Privacy policies in Digital Human Resource Management (HRM) should consider
several critical areas to protect employees' personal data from misuse or unauthorized access:
Transparent Data Collection: The privacy policy should specify the type of personal
data collected, the purpose of collection, and the process used to obtain employee
consent. Employees can understand how their data will be used as a result of this
transparency.
Limited Data Use: The privacy policy will limit the use of employee personal data to
legitimate and relevant HRM operations. Personal information shall not be used for
any other purpose not approved by the employer or not related to employment.
Strong data security: The privacy policy should outline the security measures in
place to protect employees' personal information. This includes encryption,
restricted access, and protection against cyber attacks and data leaks.
Accurate data deletion: The privacy policy should specify the duration of retention
of employees' personal data as well as the exact method of deletion when the data is
no longer required.
Compliance with Privacy Requirements: The privacy policy should ensure that the
company complies with relevant privacy requirements, such as personal data
protection laws or privacy regulations.
Employee Training: The privacy policy should include extensive training for
employees on the importance of data privacy, how to securely manage personal
information, and the steps to be taken in case of a privacy breach.
Auditing and Monitoring: To ensure policy compliance, privacy policies should
include regular auditing and monitoring procedures. Monitoring data access,
recognizing security issues, and taking action to reduce the risk of misuse or illegal
access are all part of this.
Organizations can protect employees' personal data from misuse or unauthorized
access in the context of digital HRM by developing strong privacy rules and paying
attention to these issues.
What are the ethical implications of data use in Digital HRM, especially in terms of
storing and using personal data?
Using personal data is an important topic that needs to be addressed in the context of
digital technology. It involves sensitive information of individuals that is treated with great
care and ethical principles. The confidentiality of personal data must be protected and
guarded against unauthorized access. Nowadays, digital technology, in addition to enhancing
human welfare, progress and civilization, has also become an effective means of defying the
law. Protection of personal data is a fundamental human right. A person has the right to have
his or her data protected and to have it corrected when something goes wrong. Data
protection in general means referring to the practices, protections, and binding rules that
apply to protect personal information and ensure that data subjects remain in control of their
information (Yuniarti, S, 2019).
Access control of personal data is very strict, due to protection against cyber attacks,
and active monitoring of threats. Regarding the provision of personal data protection, we can
find it in Article 28G paragraph (1) of the 1945 Constitution, which states, "Everyone has the
right to protection of personal, family, honor, dignity, and property under their control, and is
entitled to a sense of security and protection from threats of fear to do or not do something
that is a human right."
Ethics in using personal data refers to the principles and moral values that must be
obeyed by users of digital technology and information systems. In general, ethics is a moral
principle that becomes the basis for a person when acting so that something that is done can
be trusted by other people. The ethical use of digital technology or information technology is
based on a code of ethics. Professional ethics is a scientific study of principles or rules in
professional relationships with clients, professionals, among professional organizations
(Himawan, I, S, 2022).
Personal use ethics, commercial ethics, and political ethics are all perspectives on
ethics in the digital age. In the digital age, ethics complicates communication, and ethical
communication behavior requires moral sensitivity and an understanding of differences in
moral choices, which ultimately must be socially accepted as such (Ihsani, A, F, A, 2021).
Since the 1980s, computer ethics has been a topic of discussion. Issues and ethics have been
emphasized, such as unauthorized copies and cheap dissemination of old and obsolete
technologies such as cartridges and media. Data is becoming a valuable commodity in the
modern media sector. Digitization makes distribution more affordable and simple.
Unprotected digital material can be accessed from anywhere in the world and quickly
transmitted to large numbers of people.
Fast fragmented information can be dangerous if it contains important information, so
this digital risk is very real and cannot be taken lightly (Wulandari, S, R, 2021). Then set
limits giving the government the power to regulate access to information over the Internet.
The power of analog ethics when imported into the digital world, led to a decline in internet
usage as Freedom House noted in 2016.
How do organizations ensure that algorithms and data-driven decisions in digital HRM
are not based on bias or discrimination that could disadvantage certain groups?
Decision-making algorithms are becoming increasingly popular as a new source of
information in HR recruitment and development. While organizations use decision-making
algorithms to save money and improve efficiency and fairness, they can also lead to unfair
treatment of certain groups of people, implicit discrimination, and perceptions of unfairness.
The threat of unfairness and (implicit) discrimination stemming from algorithmic decision-
making has received little attention in the context of human resource management (Haris, A,
2022).
In the following methods, organizations can incorporate ethical concepts into HRM
digital:
Develop an ethics policy: Create a policy that outlines the values and ethical
principles to be followed in handling employee data and data-driven decision-
making.
Education: educate on the ethical implications of digital HRM as well as offer
knowledge on how their data is processed and decisions are made based on that data.
Data transparency: Ensure data collection, use, and analysis are transparent. Must
understand the type of data being collected and how it affects decisions.
Participation: involving employees in data-driven decision-making processes that
affect them. They should be given the opportunity to express their thoughts and
opinions before making a choice.
Independent Oversight: Establish an independent oversight mechanism capable of
monitoring and evaluating digital HRM processes to ensure compliance with ethical
norms.
Understanding risk: Analyzing the potential ethical hazards associated with data-
driven decision-making. Organizations must understand the social, psychological,
and emotional consequences of such decisions.
Ethics Award: Recognizes people or teams that contribute to the ethical
implementation of digital HRM and put employee well-being first.
Feedback cycle: Create an open feedback loop with employees to improve and
develop ethical practices in Digital HRM.
Organizations can create an environment where employees feel valued, respected, and
involved in making decisions that affect their working lives by taking these steps.
What are the ethical considerations that must be taken into account in the use of AI
technology in digital HRM?
Combining artificial intelligence with natural human intelligence can maximize
individual potential and enable extraordinary achievements. This suggests that artificial
intelligence (AI) has the potential to help society overcome some of its most daunting
challenges. However, this potential can only be maximized if the collection, aggregation, and
sharing of information is done on a large scale. But this raises ethical questions related to
public access, security, privacy, transparency, and more. Artificial intelligence has shaped the
relationship we have with technology, so trust in technology needs to be re-examined
(Misnawati, M, 2023).
Combining artificial intelligence with natural human intelligence and individual
potential can maximize and enable extraordinary achievements, but can raise ethical issues
related to universal access, privacy, security, openness, and others. The ethical use of
artificial intelligence by society can be seen in the context of plagiarism in the creation of
paintings, music, books, media products, and even scientific articles. However, in terms of
research, some of the world's largest scientific journal publishers have banned or restricted
their authors from using ChatGPT (Sihombing, S, O, 2023). Another example is the deep
forgeries that are actively propagated to support the dark campaigns of public figures.
Bloomberg (2020) warns that over time, counterfeit products become increasingly obvious
and difficult to detect as they are manufactured.
Internet Ethics (netiquette) is covered by the areas and indicators in the digital ethics
competency: 1) Understanding information containing hoaxes, hate speech, pornography,
negotiation, and other undesirable content; 2) basic knowledge of engagement, participation
and collaboration in digital spaces in accordance with digital ethics rules and appropriate
requirements 3) basic understanding of interacting electronically in digital spaces in
accordance with applicable norms (Kusumastuti et al., 2021; Shina et al., 2021). The above
graph implies that to live safely and joyfully alongside AI, individuals must acquire digital
literacy and emotional intelligence.
There are several policies that we need to implement in the use of AI:
Ensure the use of AI systems to improve access to information and knowledge,
including supporting research, academics, journalists, the general public, and
developers in terms of freedom of expression and scholarship.
Ensure that AI users respect freedom of expression and access to information related
to automated generation, moderation, and curation of content. In this regard,
appropriate frameworks are required, including policies, transparency of online
communication and information, and ensuring that users have access to a range of
opinions.
Efforts to improve digital intelligence and information capabilities to encourage
critical thinking and reduce disinformation, misinformation and hate speech.
Create an environment where the media has the right and resources to explain the
benefits and risks of AI, and to use AI systems ethically in operations. (UNESCO,
p.35, 2022)
How can organizations integrate ethical approaches in Digital HRM, including data-
driven decision-making processes?
In the organization as a whole, there is a commitment to building a better world, as
seen by the management team acting in their own interests. This is influenced by structure,
employee skills and attitudes, and the quality of leadership. therefore, to make decisions is
the ability to manage to form effective communication channels and the use of technology
and all of these are factors that affect an organization (Anshori, S, 2018). To ensure that data-
driven algorithms and assessments in digital HRM are not biased or discriminatory,
organizations can take the following steps:
Selecting Representative Data: Ensure that the data used to train the algorithm covers a
wide range of groups and does not reflect only one point of view or one group.
Unbalanced data may cause the results to be biased.
Identification and elimination of bias: Conduct a thorough study of the data used to
identify potential biases. If bias is found, take steps to eliminate or reduce it to the
extent practical.
Human Oversight: The use of humans in the decision-making process. Humans can
provide more detailed context and identify potential biases that computers may miss.
Regular audits: conduct regular audits of algorithms and data-driven assessments to
detect the appearance of bias or prejudice over time.
Team diversity: Ensure that the team developing and managing the algorithm is
demographically diverse. Team diversity can help identify and address potential biases.
Understand the Algorithm: Ensure that team members and stakeholders understand how
the algorithm works so that they can identify bias and its impact.
Transparency: Provide information to employees and stakeholders on how data-driven
algorithms and decisions are developed and applied. This can help in monitoring and
reporting potential issues.
Long-term testing and assessment: Conduct continuous testing and evaluation of the
algorithm to detect any biases that may occur during actual use.
Metrics and indicators are used to measure bias in algorithms and data-driven
assessments, and corrective actions are taken if signals of bias are found.
Organizations can reduce the risk of bias and discrimination in digital HRM by
implementing these strategies, making it fairer for all groups.
What are the benefits of big data in digital HRM?
Big data has provided opportunities for industries and practitioners to create business
strategies as well as innovations in processing, analyzing, and storing large amounts of data
and high voting rates in a timely and effective manner. Those who can interpret and use the
data available in large volume, changeable diversity, high complexity, and high rate of data
augmentation will be highly profitable (Muhammad Wali, ST, 2023).
Obtaining public feedback and responses from government service information
systems and social media as a basis for policy making and improving public services finds
solutions to existing problems based on existing data, for example, the government can
identify or modify the types of crop varieties grown by farmers in a particular location by
analyzing weather information and soil fertility levels (Sulaiman, T, W, 2023).
Conclusions
A possible conclusion derived from investigating the Digital Human Resource
Management (HRM) predicament is the need for a comprehensive approach to address
privacy, ethics, and fairness challenges in the use of employee personal data. To start, good
privacy policies are essential in digital HRM to protect employees' personal data from misuse
and illegal access. This requires clear structures for data collection, storage, and use, as well
as efforts to maintain data security to protect it from cyber attacks.
However, the use of data in digital HRM is about more than just privacy. Ethical
considerations are also important, especially in the context of collecting, storing, and using
employees' personal data. Organizations must ensure that data is obtained in a transparent
manner and with the explicit consent of employees, and that it is stored securely. Ethical
norms prohibiting discrimination and abuse of privacy should be considered when using data
for decision-making.
Data-driven algorithms and assessments in digital HRM may be biased or
discriminatory against certain groups. Organizations should audit and monitor their
algorithms, and take action to reduce or eliminate unintentional bias. It's not just about
fairness; it's also about an organization's reputation and its relationship with its employees.
Ethical considerations are becoming increasingly difficult in the context of the use of
artificial intelligence (AI) technologies in digital HRM. Fully automated decisions in
employee hiring and assessment can have a significant impact on people's lives. As a result,
factors such as the openness of algorithms, accountability, and human ability to draw must be
integrated into the implementation of AI technologies.
In addition, digital HRM must be properly connected with an ethical approach.
Involving employees in data-driven decision-making can provide useful insights and ensure
that decisions are made with multiple viewpoints in mind. It also promotes a sense of
ownership and trust between companies and their employees, which can improve
performance and loyalty in the long run.
Privacy protection, ethical considerations, and fairness in decision-making are
important foundations for a responsible and sustainable corporate culture in the digital age of
HRM. Organizations can maximize the benefits of digital HRM while limiting risks and
negative impacts by combining technology, regulations, and human values.
