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Diskriminierungssensible Nutzung von Künstlicher Intelligenz in der Personalentwicklung

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  • Friese, Sarah
  • Störmer, Maja

Abstract

This paper examines the use of artificial intelligence (AI) in human resource development, with a particular focus on discrimination-sensitive design. Drawing on legal frameworks, particularly the EU AI Act, as well as sociological and technical perspectives, the study analyzes both the potential and the risks of AI deployment. In human resource development, AI offers significant added value through personalized learning processes, competence analysis, and the evaluation of development measures. At the same time, there is a risk that socially embedded forms of discrimination may be reproduced through biased training data. The analysis shows that, to date, only a few technically effective fairness approaches exist, particularly for generative AI. Against this background, responsibility lies not only with developers but also with users of AI systems. The paper derives practice-oriented recommendations for the legally compliant, fair, and human-centered use of AI in human resource development and emphasizes the need for a holistic sociotechnical approach.

Suggested Citation

  • Friese, Sarah & Störmer, Maja, 2026. "Diskriminierungssensible Nutzung von Künstlicher Intelligenz in der Personalentwicklung," IU Discussion Papers - Human Resources 5 (August 2026), IU International University of Applied Sciences.
    • Handle: RePEc:zbw:iubhhr:343091
    DOI: 10.56250/4144
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