From dashboards to Big Data in HR: three uses of quantification in HR, in the light of sociology of quantification
International audience Human Resources use quantification in several ways. This paper defines and addresses the three main ways: HR dashboards and reports, HR analytics, and Big Data in HR. As those uses are increasingly important with the raise of Big Data or analytics in HR, it seems important to...
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ftunivnantes:oai:HAL:halshs-01961223v1 2023-05-15T16:49:54+02:00 From dashboards to Big Data in HR: three uses of quantification in HR, in the light of sociology of quantification Coron, Clotilde Groupe de Recherche en Gestion des Organisations (GREGOR) Université Paris 1 Panthéon-Sorbonne (UP1)-IAE Paris - Sorbonne Business School Reykjavik, Iceland 2018-06 https://shs.hal.science/halshs-01961223 en eng HAL CCSD halshs-01961223 https://shs.hal.science/halshs-01961223 EURAM https://shs.hal.science/halshs-01961223 EURAM, Jun 2018, Reykjavik, Iceland HR Analytics Quantification Sociology of quantification Big Data in HR [SHS.GESTION]Humanities and Social Sciences/Business administration info:eu-repo/semantics/conferenceObject Conference papers 2018 ftunivnantes 2023-02-01T01:05:45Z International audience Human Resources use quantification in several ways. This paper defines and addresses the three main ways: HR dashboards and reports, HR analytics, and Big Data in HR. As those uses are increasingly important with the raise of Big Data or analytics in HR, it seems important to better understand them. The sociology of quantification helps to characterize them. Based on a qualitative study using participant observation and semi-structured interviews, this paper shows that, even if those three uses present some similarities, they are sustained by different conventions (objectivity, deeper understanding, prediction, and improvement of the HR function). Finally, the Austin’s framework about the three dimensions of speech acts helps to build a typology of the main aims of those uses, transposing the dimensions of speech acts to the quantification objectives. Conference Object Iceland Université de Nantes: HAL-UNIV-NANTES |
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Université de Nantes: HAL-UNIV-NANTES |
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ftunivnantes |
language |
English |
topic |
HR Analytics Quantification Sociology of quantification Big Data in HR [SHS.GESTION]Humanities and Social Sciences/Business administration |
spellingShingle |
HR Analytics Quantification Sociology of quantification Big Data in HR [SHS.GESTION]Humanities and Social Sciences/Business administration Coron, Clotilde From dashboards to Big Data in HR: three uses of quantification in HR, in the light of sociology of quantification |
topic_facet |
HR Analytics Quantification Sociology of quantification Big Data in HR [SHS.GESTION]Humanities and Social Sciences/Business administration |
description |
International audience Human Resources use quantification in several ways. This paper defines and addresses the three main ways: HR dashboards and reports, HR analytics, and Big Data in HR. As those uses are increasingly important with the raise of Big Data or analytics in HR, it seems important to better understand them. The sociology of quantification helps to characterize them. Based on a qualitative study using participant observation and semi-structured interviews, this paper shows that, even if those three uses present some similarities, they are sustained by different conventions (objectivity, deeper understanding, prediction, and improvement of the HR function). Finally, the Austin’s framework about the three dimensions of speech acts helps to build a typology of the main aims of those uses, transposing the dimensions of speech acts to the quantification objectives. |
author2 |
Groupe de Recherche en Gestion des Organisations (GREGOR) Université Paris 1 Panthéon-Sorbonne (UP1)-IAE Paris - Sorbonne Business School |
format |
Conference Object |
author |
Coron, Clotilde |
author_facet |
Coron, Clotilde |
author_sort |
Coron, Clotilde |
title |
From dashboards to Big Data in HR: three uses of quantification in HR, in the light of sociology of quantification |
title_short |
From dashboards to Big Data in HR: three uses of quantification in HR, in the light of sociology of quantification |
title_full |
From dashboards to Big Data in HR: three uses of quantification in HR, in the light of sociology of quantification |
title_fullStr |
From dashboards to Big Data in HR: three uses of quantification in HR, in the light of sociology of quantification |
title_full_unstemmed |
From dashboards to Big Data in HR: three uses of quantification in HR, in the light of sociology of quantification |
title_sort |
from dashboards to big data in hr: three uses of quantification in hr, in the light of sociology of quantification |
publisher |
HAL CCSD |
publishDate |
2018 |
url |
https://shs.hal.science/halshs-01961223 |
op_coverage |
Reykjavik, Iceland |
genre |
Iceland |
genre_facet |
Iceland |
op_source |
EURAM https://shs.hal.science/halshs-01961223 EURAM, Jun 2018, Reykjavik, Iceland |
op_relation |
halshs-01961223 https://shs.hal.science/halshs-01961223 |
_version_ |
1766040084843331584 |