Nielsen, Rikke Kristine

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    Aalborg UniversitetActionable artificial intelligence: Non-human resource managementManagerial complexity coping strategiesNielsen, Rikke KristinePublication date:2019Link to publication from Aalborg UniversityCitation for published version (APA):Nielsen, R. K. (2019). Actionable artificial intelligence: Non-human resource management: Managerialcomplexity coping strategies. Poster presented at Kick-off: AI for the people, Aalborg, Denmark.General rightsCopyright and moral rights for the publications made accessible in the public portal are retained by the authors and/or other copyright ownersand it is a condition of accessing publications that users recognise and abide by the legal requirements associated with these rights.            ? Users may download and print one copy of any publication from the public portal for the purpose of private study or research.            ? You may not further distribute the material or use it for any profit-making activity or commercial gain            ? You may freely distribute the URL identifying the publication in the public portal ?Take down policyIf you believe that this document breaches copyright please contact us at vbn@aub.aau.dk providing details, and we will remove access tothe work immediately and investigate your claim.Downloaded from vbn.aau.dk on: November 25, 2020AI: Bias-blogger or bias accelerator in selection?* Suitability & Acceptability(Jenkins, 1980) * Homosocial reproduction (Kanter, 1979)* ASA framework  (Schneider, Goldstein & Smith, 1995). Research sketch #2: Explainable artificial intelligence in coping with leadership paradoxesResearch sketch #1: (Against) better judgement? HR suitability evaluations and AI (non-)usage in the employee life cycleRikke Kristine Nielsen, Associate Professor of Organizational Communication, Department of Communication & Psychology, Aalborg University, Copenhagen. rikkekn@hum.aau.dkActionable artificial intelligence: Non-human resource managementManagerial complexity coping strategies“[P]latform firms are tasked with workers’ recruitment, selection, evaluation, andretention, even if some of these traditional management functions are performed by automatedalgorithms.”( Kuhn, & Maleki, 2017, p.183.).(Malle, 2011, p. 320) Nielsen, Mogensen, Bevort, Henriksen, Hjalager & Lyndgaard (forthcoming). HR-evaluation processes: Validity & Reliability(Robertson & Smith, 2001)Attractiveness(Holt Larsen, 2011)Personalizationthrough depersonalization?!:  “We help you see each applicant as an individual” (Whaiivideo commercial, 2019). Organizational paradox: “Contradictory yet interrelated elements (dualities) that exist simultaneously and persist over time.” (Smith & Lewis, 2011). Complexity reduction vs. amplification?!Explainable AI

Actionable artificial intelligence: Non-human resource management:Managerial complexity coping strategies

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Actionable artificial intelligence: Non-human resource management:Managerial complexity coping strategies

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