Quantifying human resources : uses and analyses /

Since the late 20th Century, Human Resources (HR) has had a legal obligation to produce reports for management in most firms. However, these have long been considered restrictive and are seldom used to improve decision-making. More recently, the emergence of analytics, Big Data and algorithms has en...

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Detalles Bibliográficos
Clasificación:Libro Electrónico
Autor principal: Coron, Clotilde
Formato: Electrónico eBook
Idioma:Inglés
Publicado: London : Hoboken : ISTE, Ltd. ; Wiley, 2020.
Colección:Technological innovations and human resources set ; v. 2.
Temas:
Personnel management.
Personnel Management
Personnel > Direction.
BUSINESS & ECONOMICS > Management Science.
Personnel management
Acceso en línea:Texto completo
Tabla de Contenidos:
  • Cover
  • Half-Title Page
  • Dedication
  • Title Page
  • Copyright Page
  • Contents
  • Acknowledgments
  • Introduction
  • I.1. The omnipresence of quantification in Western societies
  • I.2. The specific challenges of human resources quantification: quantifying the human being
  • I.3. HR quantification: effective solution or myth? Two lines of research
  • I.4. The positioning of this work
  • I.5. Structure of the book
  • 1. From the Statisticalization of Labor to Human Resources Algorithms: The Different Uses of Quantification
  • 1.1. Quantifying reality: quantifying individuals or positions
  • 1.1.1. The statisticalization of individuals and work
  • 1.1.2. Informing and justifying decisions concerning individuals
  • 1.2. From reporting to HR data analysis
  • 1.2.1. HR reports and dashboards: definitions and examples
  • 1.2.2. HR analytics and statistical studies
  • 1.3. Big Data and the use of HR algorithms
  • 1.3.1. Big Data in HR: definitions and examples
  • 1.3.2. The breaks introduced by Big Data in HR
  • 2. Quantification and Decision-making
  • 2.1. In search of objectivity
  • 2.1.1. The myth of objective quantification
  • 2.1.2. Limited objectivity
  • 2.1.3. Objectivity, a central issue in HR
  • 2.2. In search of personalization
  • 2.2.1. Are we reaching the end of the positioning of statistics as a science of large numbers?
  • 2.2.2. Personalization: a challenge for the HR function
  • 2.3. In search of predictability
  • 2.3.1. Are we heading toward a rise in predictability at the expense of understanding?
  • 2.3.2. The predictive approach: an issue for the HR function
  • 3. How are Quantified HR Management Tools Appropriated by Different Agents?
  • 3.1. The different avatars of the link between managerial rationalization and quantification
  • 3.1.1. Bureaucracy
  • 3.1.2. New Public Management
  • 3.1.3. Algorithmic management
  • 3.2. Distrust of data collection and processing
  • 3.2.1. Providing data, not such a harmless approach for employees
  • 3.2.2. Can numbers be made to reflect whatever we like?
  • 3.3. Distrust of a disembodied decision
  • 3.3.1. Decisions made solely on the basis of figures
  • 3.3.2. Decisions made solely by algorithms
  • 4. What Effects are the Effects of Quantification on the Human Resources Function?
  • 4.1. Quantification for HR policy evaluation?
  • 4.1.1. Measuring the implementation of HR policies
  • 4.1.2. Measuring the effects of HR policies
  • 4.2. Quantifying in order to legitimize the HR function?
  • 4.2.1. Measuring the performance of the HR function
  • 4.2.2. Measuring the link between HR function performance and organizational performance
  • 4.3. The quantification and risk of HR business automation
  • 4.3.1. HR professions with a high risk of automation
  • 4.3.2. Support for the employees concerned
  • 5. The Ethical Issues of Quantification
  • 5.1. Protection of personal data
  • 5.1.1. Risks relating to personal data

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