In this HRchat, we talk about using people data for good. Listen as we discuss the responsibilities of companies and employees when it comes to sharing and storing information.
Bill's guest is Al Adamsen, founder and CEO of People Analytics & Future of Work, a San Francisco-based events planner and global network advocating the ethical use of people data.
He's a globally recognized thought leader, advisor, and educator in the areas of People Analytics, Talent Strategy, Workforce Planning, Diversity, Equity, & Inclusion, Employee Engagement & Well-being, Ethics, Organizational Change, Digital Transformation, and the Future of Work. He’s the Founder & CEO of the People Analytics & Future of Work (PAFOW) Community & Conference Series, a global network committed to promoting People Data for Good: the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large.
Questions Include
* What do you mean when you talk about the "ethical use of people data, analytics, and artificial intelligence; for the benefit of individuals, teams, groups, organizations, and society at large"?
* There's plenty of tech out there attempting to 'spy' on employees such as accessing their social media accounts and reporting back behaviors incongruous with an employer's brand. Do companies have a right to 'intrude' on an employee's social media accounts if it means they can potentially identify employees with extremist views and other outlooks not in keeping with a company's mission and values?
* What about remote monitoring of employee behavior? Where do you stand on the tech that allows companies to monitor employee work behaviors - used on the premise that it's to ensure people are not 'slacking off'? Surely the last 18 months has proven that productivity is more important than hours served?
* What happens to employee data when they leave a company? Can employers hold on to, for example, web browsing behavior on company-owned devices or should that information be deleted upon the termination of the employee's contract?
We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.
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