Skip to main content
SpringerLink
Log in

People Analytics und Datenschutz–Ein Widerspruch?

  • Schwerpunkt
  • Published:
Datenschutz und Datensicherheit - DuD Aims and scope Submit manuscript

„Analytics fans say big data is the key to hiring great talent and reducing attrition. It can also help you pay real market salaries, and increase your diversity.”1–Emma Byrne

Abstract

Der vorliegende Beitrag zeigt Ansätze, Chancen und Risiken der Datenanalyse im Personalbereich–People Analytics–im Zeitalter von „Industrie 4.0“ auf. Es wird der Frage nachgegangen, inwieweit umfassende Datengenerierung und Datenschutz miteinander vereinbar sind. Eine Möglichkeit, diese scheinbar widersprüchlichen Konzepte zu integrieren kann ein ganzheitliches Datenschutzmanagement sein, welches in diesem Beitrag vorgestellt wird.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Institutional subscriptions

Similar content being viewed by others

Literatur

  • Arya, A., & Mittendorf, B. (2011). The benefits of aggregate performance metrics in the presence of career concerns. Management Science, 57(8), 1424–1437.

    Article  Google Scholar 

  • Bain & Company (2015). Employee Net Promoter System. Online verfügbar unter: http://www.netpromotersystem.com/about/employee-engagement.aspx [15.07.2015]

  • Beesten, H. (2013). Von Industrie 1.0 zu 4.0–Der Weg zur intelligenten Fabrik führt zurück zum Individuum. Crosswater Job Guide. Online verfügbar unter: http://crosswater-job-guide.com/archives/39557 [15.07.2015]

    Google Scholar 

  • Bersin, J. (2012). Analytics in HR. Online verfügbar unter: http://joshbersin.com/wpcontent/uploads/2012/11/analyticsinhr3.jpg [15.07.2015]

    Google Scholar 

  • Bersin, J. (2013) The Talent Analytics Maturity Model. Online verfügbar unter: http://b-i.forbesimg.com/joshbersin/files/2013/10/tamm.jpg [15.07.2015]

    Google Scholar 

  • Bersin, J. (2015). The Geeks Arrive In HR: People Analytics Is Here. Forbes Magazine. Online verfügbar unter: http://www.forbes.com/sites/joshbersin/2015/02/01/geeks-arrive-in-hr-people-analytics-is-here/ [15.07.2015]

    Google Scholar 

  • Bose, R. (2004). Knowledge management metrics. Industrial management & data systems, 104(6), 457–468.

    Article  Google Scholar 

  • Botha, A., Bussin, M., & De Swardt, L. (2011). An employer brand predictive model for talent attraction and retention: original research. SA Journal of Human Resource Management, 9(1), 1–12.

    Article  Google Scholar 

  • Byrne, E. (2014). Tomorrow’s Recruitment: Big-Data Robots Bring Better Hires. Forbes Magazine. Online verfügbar unter: http://www.forbes.com/sites/netapp/2013/05/29/recruitment-big-data/ [15.07.2015].

    Google Scholar 

  • Chen, H., Chiang, R. H., & Storey, V. C. (2012). Business Intelligence and Analytics: From Big Data to Big Impact. MIS quarterly, 36(4), 1165–1188.

    Google Scholar 

  • Chen, Y., Wang, Y., Nevo, S., Jin, J., Wang, L., & Chow, W. S. (2014). IT capability and organizational performance: the roles of business process agility and environmental factors. European Journal of Information Systems, 23(3), 326–342.

    Article  Google Scholar 

  • Computer Weekly (2015). Unicredit uses Fico to Apply Prescriptive Analytics to Risk Management. Online verfügbar unter: http://www.computerweekly.com/news/2240237618/Case-study-UniCredit-uses-Fico-to-applyprescriptive-analytics-to-risk-management [15.07.2015]

    Google Scholar 

  • DAM Foundation (2013). sources of Big Data Growth. Online verfügbar unter: http://damfoundation.org/wp-content/uploads/2013/05/Sources-of-Big-Data-Growth.jpg [15.07.2015]

  • Fitz-Enz, J. (1984). How to measure human resources management. Mc-Graw Hill New York

    Google Scholar 

  • Goel, S., Hofman, J. M., Lahaie, S., Pennock, D. M., & Watts, D. J. (2010). Predicting consumer behavior with Web search. Proceedings of the National academy of sciences, 107(41), 17486–17490.

    Article  Google Scholar 

  • Halo Supply Chain Intelligence (2015). Descriptive, Predictive, and Prescriptive Analytics Explained. Online verfügbar unter: http://halobi.com/2014/10/descriptive-predictive-and-prescriptive-analytics-explained/ [15.07.2015]

  • Harris, J. G., Craig, E., & Light, D. A. (2011). Talent and analytics: new approaches, higher ROI. Journal of Business Strategy, 32(6), 4–13.

    Article  Google Scholar 

  • Huffington Post (2014). Totale Überwachung auf der Arbeit–wie wir zu gläsernen Angestellten werden. Online verfügbar unter: http://www.huffingtonpost.de/2014/11/23/ueberwachung-arbeit-_n_6207732.html [15.07.2015]

    Google Scholar 

  • Landsberger, H. A. (1958) Hawthorne Revisited, Ithaca

    Google Scholar 

  • Miao, Q., Li, Q., & Zeng, D. (2010, August). Mining fine grained opinions by using probabilistic models and domain knowledge. In Web Intelligence and Intelligent Agent Technology (WI-IAT), 2010 IEEE/WIC/ACM International Conference on (Vol. 1, pp. 358-365). IEEE.

    Book  Google Scholar 

  • Olguín-Olguín, D. and Pentland, A. (2010). Sensor-based organisational design and engineering. International Journal of Organisational Design and Engineering, 1(1), 69–97.

    Article  Google Scholar 

  • Onpulson (2015). Hawthorne Experimente. Campus Verlag. Online verfügbar unter: http://www.onpulson.de/lexikon/hawthorne-experimente/ [15.07.2015].

  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of managerial psychology, 21(7), 600–619.

    Article  Google Scholar 

  • Spiegel, Der (2008). Stasi-Methoden beim Discounter: Lidl ließ Mitarbeiter systematisch bespitzeln. Online verfügbar unter: http://www.spiegel.de/wirtschaft/stasi-methoden-beim-discounter-lidl-liess-mitarbeitersystematisch-bespitzeln-a-543431.html [15.07.2015]

    Google Scholar 

  • Szekely, F., & Knirsch, M. (2005). Responsible leadership and corporate social responsibility:: Metrics for sustainable performance. European Management Journal, 23(6), 628–647.

    Article  Google Scholar 

  • The Atlantic (2013). They’re watching you at work. Online verfügbar unter: http://www.theatlantic.com/magazine/archive/2013/12/theyre-watching-you-at-work/354681/ [15.07.2015].

  • The OR- Society (2015). Analytics Network–O.R. & Analytics. Online verfügbar unter: http://www.theorsociety.com/Pages/SpecialInterest/AnalyticsNetwork_analytics.aspx [15.07.2015]

  • Tulgan, B. (2007). Finding roles for social-media tools in HR. Strategic HR Review, 6(2), 3–3.

    Article  Google Scholar 

  • Wall Street Journal (2015) The Morning Download: Big Data and the Cloud Transform HR. Online verfügbar unter: http://blogs.wsj.com/cio/2012/09/20/themorning-download-big-data-and-the-cloud-transform-hr/ [15.07.2015]

  • Zeit, Die (2009). Bahn bespitzelte Hunderte Mitarbeiter. Online verfügbar unter: http://www.zeit.de/online/2009/04/bahn-bespitzelung [15.07.2015].

    Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Frankfurt am Main, Deutschland

    Christian Holthaus

  2. Darmstadt, Deutschland

    Young-kul Park & Ruth Stock-Homburg

Authors
  1. Christian Holthaus
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Young-kul Park
    View author publications

    You can also search for this author in PubMed Google Scholar

  3. Ruth Stock-Homburg
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Christian Holthaus.

Additional information

Christian Holthaus Wissenschaftlicher Mitarbeiter am Fachgebiet Marketing & Personalmanagement an der Technischen Universität Darmstadt.

Young-kul Park Inhaber und Gründer von Data Privacy First® Ganzheitliches Datenschutzmanagement Darmstadt

Prof. Dr. Ruth Stock-Homburg Dekanin des Fachbereiches Rechtsund Wirtschaftswissenschaften und Leiterin des Fachgebietes Marketing & Personalmanagement an der Technischen Universität Darmstadt.

Zitat von Emma Byrne, Wisssenschaftsjournalistin (Byrne 2014).

Rights and permissions

Reprints and permissions

About this article

Check for updates. Verify currency and authenticity via CrossMark

Cite this article

Holthaus, C., Park, Yk. & Stock-Homburg, R. People Analytics und Datenschutz–Ein Widerspruch?. Datenschutz Datensich 39, 676–681 (2015). https://doi.org/10.1007/s11623-015-0497-2

Download citation

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s11623-015-0497-2

Search

Navigation