Digital employee profile as a tool of HR management

Digital profiling of employees is becoming one of the directions of digitalization of personnel processes. Employers are increasingly using it as a tool to help them make the right decisions based on end-to-end analytics data. Competent processing of personnel information, including the use of artificial intelligence in the formation of digital profiles, makes it possible to effectively model employee behavior, develop appropriate motivation systems, predict and prevent undesirable excesses. However, there are at least two categories of serious risks to employment relationships: the risk of discrimination against employees when making decisions using an algorithm and the risk of invasion of an employee’s privacy. The article highlights the practice of digital profiling of personnel and raises the question of the need for regulatory regulation of relations on the creation and use of digital profiles of employees. The conclusion is made about the manifestation of the information power of the employer in addition to the three well-known sciences of labor law - directive, disciplinary and regulatory. The task of the legislator is to find adequate models for regulating public relations when forming a digital profile of an employee using a predictive analysis system.