Ethics in Human Resource Analytics: Perspectives from Public and Private Organizations in Ghana

Richard Afedzie () and Eugene Okyere Kwakye ()
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Richard Afedzie: Pentecost University, Department of Management Studies
Eugene Okyere Kwakye: Koforidua Technical University, Department of Management Studies

A chapter in Strategic Human Resource Analytics and Intelligent Data-Driven Systems, 2026, pp 133-156 from Springer

Abstract: Abstract This chapter examines the ethical ramifications of Human Resource Analytics (HRA) within Ghana's public and private sectors, focusing on justice, privacy, transparency, and ethical governance. There is no gainsaying that employers across the globe are interested in making decisions based on data. Similarly, there has not been enough research on the ethical aspects of HRA in less developed countries. Utilizing stakeholder theory, ethical decision-making theory, and socio-technical systems theory, this study employed a qualitative exploratory design within an interpretivist framework. Forty (40) human resource professionals from twenty (20) Ghanaian businesses were interviewed using semi-structured protocols. We used Braun and Clarke’s (2006) six-step thematic analysis to make sure the data was reliable and complete. Five major problems came up. These included algorithmic bias and fairness, data privacy and surveillance, employee autonomy and permission, profiling and behavioral trust, and organizational culture and ethical governance. The results showed that in Ghanaian businesses, the lack of digital infrastructure, low levels of data literacy, and weak ethical frameworks made discrimination and privacy violations more likely. Cultural hierarchy and regulatory gaps often make it harder to be open and responsible when using analytics. However, some companies that are ahead of the curve, especially in banking and telecommunications, have started to include fairness audits, ethical review processes, and compliance with Ghana's Data Protection Act (2012, Act 843). The study contributes to the evolving African discourse on ethical analytics by illustrating that ethical governance, trust, and cultural alignment are essential for responsible data practices. It finds that in Ghana's changing HR analytics landscape, capacity training, ethical leadership, and policy reinforcement are all important for keeping innovation and integrity in balance.

Keywords: Human resource analytics; Strategic human resource management; Capacity building; Ethics.; Ethical leadership (search for similar items in EconPapers)
Date: 2026
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-981-92-2623-8_7

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DOI: 10.1007/978-981-92-2623-8_7

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