01654nam 2200325 n 450 99638673740331620221108013512.0(CKB)1000000000616219(EEBO)2240926179(UnM)99847758(EXLCZ)99100000000061621919911212d1615 uy |engurbn||||a|bb|Protestants demonstrations, for Catholiks recusance[electronic resource] All taken from such English Protestant bishops, doctors, ministers, parlaments, lawes, decrees, and proceedings, as haue beene printed, published, or allowed among them in England; since the cominge of our king Iames into this kingdome: and for the most parte within the first six or seuen yeares thereof. And euidentlie prouinge by their owne writings, that english Catholiks may not vnder damnable syn, co[m]municate with English Protestants, in their seruice, sermons, or matters of religion: and soe conuincinge by the[m]selues, their religio[n] to be most damnable, & among other things, their ministery to bee voide, false & vsurped[Douay] By [P. Aurori for] Iohn Heigham at Douay. VVith licence.Anno 1615[22], 126 pBy Richard Broughton?--STC.Actual printer's name from STC.Reproduction of the original in the Bodleian Library.eebo-0014Broughton RichardCu-RivESCu-RivESCStRLINWaOLNBOOK996386737403316Protestants demonstrations, for Catholiks recusance2301772UNISA05121nam 2200481 450 991081751300332120200711021410.01-119-72174-11-119-72175-X1-119-72176-8(CKB)4100000010858966(MiAaPQ)EBC6154239(CaSebORM)9781786304469(EXLCZ)99410000001085896620200711d2020 uy 0engurcnu||||||||txtrdacontentcrdamediacrrdacarrierQuantifying human resources uses and analyses /Clotilde CoronLondon ;Hoboken, New Jersey :ISTE :Wiley,[2020]©20201 online resource (243 pages)Innovation, entrepreneurship, management series. Technological innovations and human resources set ;Volume 21-78630-446-5 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 positions1.1.1. 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 objectivity2.1.3. 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 quantification3.1.1. 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 policies4.1.2. 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 dataSince 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 enabled a reconfiguration of the uses of quantification in HR. Accompanied by empirical examples, this book presents and defines the different tools and uses of quantification in HR. It studies the effect of these tools on decision-making and ' without subscribing to the myth of objective and rational quantification ' presents the contributions and limits of the use of data in HR, and analyzes the potential risks of excessive quantification. It also discusses the appropriation of these tools by the various players in a company and examines their effects on the position of HR.Personnel managementPersonnel management.658.3Coron Clotilde1634761MiAaPQMiAaPQMiAaPQBOOK9910817513003321Quantifying human resources3975117UNINA