Yannick Kalff

Yannick Kalff, Katharina Simbeck

This study examines the integration of AI into Human Resource Management in German companies. We ask if and how AI-based technologies are \enquote{augmenting} human resource management. Organisations employ generative AI or predictive analytics to transform traditional human resource functions, to streamline routine tasks and to reallocate resources toward strategic, people-centred activities. Our findings from interviews and group discussions and a survey (N=410) reveal that while AI tools enhance HR analytics capabilities, their adoption mainly serves efficiency and rationalising goals. The introduction of AI tools is shaped by organisational transformation factors such as digital infrastructure, co-determination frameworks, and ethical implications. The research highlights both the strategic potential for improved talent development and the challenges posed by data governance and algorithmic transparency. Overall, this work contributes to understanding the ambiguous role of technological change in HR, which promises to augment predictive capabilities yet serves the ends of efficiency and rationalisation.

Linda Fernsel, Yannick Kalff, Katharina Simbeck

Audits contribute to the trustworthiness of Learning Analytics (LA) systems that integrate Artificial Intelligence (AI) and may be legally required in the future. We argue that the efficacy of an audit depends on the auditability of the audited system. Therefore, systems need to be designed with auditability in mind. We present a framework for assessing the auditability of AI-integrating systems that consists of three parts: (1) Verifiable claims about the validity, utility and ethics of the system, (2) Evidence on subjects (data, models or the system) in different types (documentation, raw sources and logs) to back or refute claims, (3) Evidence must be accessible to auditors via technical means (APIs, monitoring tools, explainable AI, etc.). We apply the framework to assess the auditability of Moodle's dropout prediction system and a prototype AI-based LA. We find that Moodle's auditability is limited by incomplete documentation, insufficient monitoring capabilities and a lack of available test data. The framework supports assessing the auditability of AI-based LA systems in use and improves the design of auditable systems and thus of audits.

Yannick Kalff, Katharina Simbeck

AI-based recommender systems increasingly influence recruitment decisions. Thus, transparency and responsible adoption in Human Resource Management (HRM) are critical. This study examines how HR managers' AI literacy influences their subjective perception and objective understanding of explainable AI (XAI) elements in recruiting recommender dashboards. In an online experiment, 410 German-based HR managers compared baseline dashboards to versions enriched with three XAI styles: important features, counterfactuals, and model criteria. Our results show that the dashboards used in practice do not explain AI results and even keep AI elements opaque. However, while adding XAI features improves subjective perceptions of helpfulness and trust among users with moderate or high AI literacy, it does not increase their objective understanding. It may even reduce accurate understanding, especially with complex explanations. Only overlays of important features significantly aided the interpretations of high-literacy users. Our findings highlight that the benefits of XAI in recruitment depend on users' AI literacy, emphasizing the need for tailored explanation strategies and targeted literacy training in HRM to ensure fair, transparent, and effective adoption of AI.