Thursday, March 710:50 am - 11:30 am
As predictive analytics have revolutionized marketing practices in corporate America, companies increasingly apply predictive analytical processes to Human Resources functions. These “people analytics” techniques promise to efficiently and effectively identify the best candidates for open positions, reduce turnover, and eliminate subjectivity and bias from HR processes.
There are; however, several legal risks. For example, these techniques may perpetuate stereotypes and disparately impact certain populations, pose thorny issues for people with disabilities, and must be compliant with emerging domestic and international privacy regulations. Before adopting any particular predictive analytical tool, companies should assess the pros and cons of incorporating people analytics into employment decisions, identify the associated legal and practical implications, and address the potential for regulatory review.
In this session you will:
- Get a comprehensive survey of employment law landscape and how people analytics are impacting it.
- Learn the factors to consider and potential pitfalls to avoid when deploying people analytics in your organization.
- Get answers to your questions about the legal implications of people analytics.