A couple of concerns: 1. At what point (if any) does high-resolution employee data and its analysis become subject to regulations on health information privacy

A couple of concerns: 1. At what point (if any) does high-resolution employee data and its analysis become subject to regulations on health information privacy? 2. How do we control the risk that data-driven employee management may introduce some practices with unforeseen and systematically bad consequences? Can we expect that businesses will use the best available designers and interpreters of psychological measurement instruments? How relevant is the current state of that art to this purpose?