How does the introduction of the people$-$analytics algorithm impact the decision$-$making process in promotions, and to what extent should it be relied upon in comparison to traditional judgment?

To what extent should personal relationships and subjective judgments play a role in promotion decisions, and how can organizations strike a balance between objective data$-$driven approaches and subjective assessments?

What ethical considerations arise when implementing data analytics in HR decisions, and how can organizations address potential biases in the data sources to ensure fairness and equity in promotions?