With increasingly digitalized workplaces, the potential for sophisticated analyses of employee data rises. This increases the relevance of people analytics (PA), which are tools for the behavioral analysis of employees. Despite this potential, the successful usage of PA is hindered by employee concerns. Especially in Europe, where the GDPR or equivalent laws apply, employee consent is required before data can be processed in PA. Therefore, PA can only provide relevant insights if employees are willing to share their data. One potential way of achieving this is the use of appeal strategies. In the design of PA, the core strategy that can be used is the inclusion of data owner benefits, such as automated feedback, that are given to employees in exchange for sharing their own data. In this paper, we examine benefits as an appeal strategy and develop four design principles for the inclusion of benefits in PA. Then, we describe an exemplary set of analyses and benefits, demonstrating how our principles may be put into practice. Based on this exemplary implementation, we describe and discuss the results of a user study ($n = 46$) among employees in the EU and UK. Our study investigates the factors that foster or hinder employees' consent to sharing their data with PA. Then, we introduce our data owner benefits and analyze whether they can positively influence this consent decision. Our introduced data owner benefits were, contrary to our expectations, not suited to motivate our participants to consent to sharing their data. We therefore analyze how participants judge the benefits. Participants generally appreciate having them, confirming the value of including data owner benefits when designing PA. Some of our introduced benefits negatively influenced participants' sharing decision, though, meaning that careful consideration of potential risks is required when conceptualizing them.

翻译：随着工作场所日益数字化，对员工数据进行复杂分析的潜力也随之提升。这增加了人力分析（PA）的相关性，此类工具用于对员工行为进行分析。尽管潜力巨大，但员工担忧阻碍了PA的成功应用。尤其在适用GDPR或同等法律的欧洲，在PA中处理数据前必须获得员工同意。因此，只有当员工愿意共享数据时，PA才能提供有价值的洞见。实现这一目标的一个潜在途径是使用诉求策略。在PA设计中，可采用的核心策略是纳入数据所有者利益，例如自动反馈，作为员工共享自身数据的交换。本文研究了利益作为一种诉求策略，并提出了在PA中纳入利益的四项设计原则。随后，我们描述了一套示例性分析与利益，展示如何将原则付诸实践。基于该示例性实现，我们描述并讨论了在欧盟及英国员工中开展的用户研究结果（$n = 46$）。本研究探究了促进或阻碍员工同意向PA共享数据的因素，并介绍了所提出的数据所有者利益，分析了这些利益是否能够积极影响同意决策。与预期相反，我们所引入的数据所有者利益并不足以激励参与者同意共享数据。因此，我们分析了参与者如何评价这些利益。参与者总体上欣赏拥有这些利益，这证实了在PA设计中纳入数据所有者利益的价值。然而，部分引入的利益对参与者的共享决策产生了负面影响，这意味着在设计这些利益时需要谨慎考虑潜在风险。