LEGAL AND ETHICAL IMPLICATIONS OF ALGORITHMIC DECISION-MAKING IN HUMAN RESOURCE MANAGEMENT IN THE CONSTRUCTION INDUSTRY OF PAKISTAN
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Abstract
In the construction industry, the use of algorithmic decision-making has become an increasingly important practice in the context of human resource management (HRM) operations. It is essential to be aware of the potential ethical and legal repercussions that may result from algorithmic decision-making in the context of discrimination. Especially in the building and construction industry, this study aims to assess the moral and ethical considerations related to the use of algorithmic decision-making in human resource management. This will be done to better understand the implications of such practices. In this particular piece of research, the inquiry technique used was quantitative. The research design calls for surveying workers in the construction industry in Islamabad and Rawalpindi, Pakistan, to collect quantitative data on construction employees' perspectives of legal and ethical implications of Pakistan's construction industry, HRM practices, and performance. This will allow for data collection on employees' perspectives on legal and ethical implications, Pakistan's construction industry, and performance. These workers are engaged in the building and construction industry to gather data on employees' perspectives, specifically concerning the repercussions of legal and ethical concerns, HRM practices, and performance. Research is being done to study the possible legal repercussions of employing algorithms to make choices, especially concerning the requirement to comply with employment standards, anti-discrimination legislation, and regulations for data protection. This research is primarily focused on the need to comply with employment standards. Inadvertent biases and ethical considerations such as fairness, transparency, and privacy are among the topics being investigated as a component of the investigation. The practices of human resource management (HRM), which acted as a mediating variable, influenced the link between the ramifications of law and ethics and the performance of employees. This effect was significant. This impact was noticeable to the point that it might be considered statistically significant.
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