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Human Resources Analytics – fair und diskriminierungsfrei?

. Entscheidungen: Mensch – Algorithmus, page 12-19. Ladenburg, Daimler und Benz Stiftung, Daimler und Benz Stiftung, (March 2020)

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Prior Knowledge as a Predictor for Persistence., , , and . CSEDU (1), page 137-144. SCITEPRESS, (2020)Human Resources Analytics – fair und diskriminierungsfrei?. Entscheidungen: Mensch – Algorithmus, page 12-19. Ladenburg, Daimler und Benz Stiftung, Daimler und Benz Stiftung, (March 2020)Highly Accurate, But Still Discriminatory., , , and . Bus. Inf. Syst. Eng., 63 (1): 39-54 (2021)Predictive Algorithms in Learning Analytics and their Fairness., and . DeLFI, volume P-297 of LNI, page 223-228. Gesellschaft für Informatik e.V., (2019)They shall be fair, transparent, and robust: auditing learning analytics systems.. AI Ethics, 4 (2): 555-571 (May 2024)Using Experiential Learning to Effectively Inform People About Web Privacy Risks., , and . AMCIS, Association for Information Systems, (2018)Evaluation of Low-threshold Programming Learning Environments for the Blind and Partially Sighted., , and . CSEDU (2), page 366-373. SCITEPRESS, (2020)Breaking It Down: On the Presentation of Fine-Grained Learning Objects in Virtual Learning Environments., and . DELFI, volume P-338 of LNI, page 25. Gesellschaft für Informatik e.V., (2023)Adaptive Learning as a Service - A concept to extend digital learning platforms?, , , and . DELFI, volume P-322 of LNI, page 237-238. Gesellschaft für Informatik e.V., (2022)„Eine KI kann diskriminierend sein“, and . Personalmagazin plus, (September 2019)