Explain how might the recommendations an algorithm makes differ from those of a hiring manager who is not using data analytics?

Explain how might the recommendations an algorithm makes differ from those of a hiring manager who is not using data analytics?
How might using algorithms to analyze customers differ from using them on employees? Should companies be more cautious in implementing these methodologies internally?
Studies have revealed a phenomenon called “algorithm aversion.” Even when data-driven predictions yield higher success rates than human forecasts, people often prefer to rely on the latter. And if they learn an algorithm is imperfect, they simply won’t use it. Describe a situation where you would base a decision on data analysis.
Should Aliyah Jones choose Molly or Ed? Analyze each alternative solution. Consider the short-term and long-term implications. What are the advantages and disadvantages of each decision? Support your decision with two additional scholarly articles.

References: These have been uploaded

Pease, G., Byerly, B. & Fitz-enz, J. (2012). Human capital analytics: How to handle the potential of your organization’s greatest asset. Hoboken, NJ: John Wiley & Sons.
Chapter 7, “Beyond ROI to Optimization” (pp. 133–144)
Arndt, R. Z. (2017). Software helps predict employee retention. Modern Healthcare, 47(43), 0036.
Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart, M. (2016). HR and analytics: Why HR is set to fail the big data challenge. Human Resource Management Journal, 26(1), 1–11. doi:10.1111/1748-8583.12090.
Agarwal, D., Gaurav, L., Bersin, J., Schwartz, J., & Volini, E. (2018, March 28). People data: How far is too far? 2018 Global Human Capital Trends. Retrieved from https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2018/people-data-analytics-risks-opportunities.html
Balogh, P., & Golea, P. (2015). Balanced scorecard in human resource management. Quality – Access to Success, 16, 157.
Beatty, R. W., Huselid, M. A., & Schneier, C. E. (2003). New HR metrics: scoring on the business scorecard. Organizational Dynamics, (2), 107.
DiBernardino, F. (2011). The missing link: Measuring and managing financial performance of the human capital investment. People and Strategy, 34(2), 44–49.
McPhail, R., Herington, C., & Guilding, C. (2008). Human resource managers’ perceptions of the applications and merit of the balanced scorecard in hotels. International Journal of Hospitality Management, 27(4), 623–631.
Wiben, S., Grant, D., & Dery, K. (2010). Transitioning to a New HRIS: The reshaping of human resources and information technology talent. Journal of Electronic Commerce Research, 11(4), 251–267.
Zielinski, D. (2017). Get intelligent on AI: Artificial intelligence can boost HR analytics, but know what you’re buying. HR Magazine, 62(9), 60–61.

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