LEADER 00696nam2-22002171i-450- 001 990002257400403321 035 $a000225740 035 $aFED01000225740 035 $a(Aleph)000225740FED01 035 $a000225740 100 $a20030801d--------km-y0itay50------ba 200 1 $aGeneral methods for separation. Makingand handling extracts. Berlin, 1956, v.1, p. 26-55. 463 0$1001000220976 701 1$aPirie,$bNorman Wingate$f<1907- >$064847 801 0$aIT$bUNINA$gRICA$2UNIMARC 901 $aBK 912 $a990002257400403321 959 $aFFABC 996 $aGeneral methods for separation. Makingand handling extracts. Berlin, 1956, v.1, p. 26-55$9399513 997 $aUNINA DB $aING01 LEADER 05121nam 2200481 450 001 9910817513003321 005 20200711021410.0 010 $a1-119-72174-1 010 $a1-119-72175-X 010 $a1-119-72176-8 035 $a(CKB)4100000010858966 035 $a(MiAaPQ)EBC6154239 035 $a(CaSebORM)9781786304469 035 $a(EXLCZ)994100000010858966 100 $a20200711d2020 uy 0 101 0 $aeng 135 $aurcnu|||||||| 181 $ctxt$2rdacontent 182 $cc$2rdamedia 183 $acr$2rdacarrier 200 10$aQuantifying human resources $euses and analyses /$fClotilde Coron 210 1$aLondon ;$aHoboken, New Jersey :$cISTE :$cWiley,$d[2020] 210 4$dİ2020 215 $a1 online resource (243 pages) 225 0 $aInnovation, entrepreneurship, management series. Technological innovations and human resources set ;$vVolume 2 311 $a1-78630-446-5 327 $aCover -- 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 327 $a1.1.1. 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 327 $a2.1.3. 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 327 $a3.1.1. 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 327 $a4.1.2. 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 330 $aSince 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. 606 $aPersonnel management 615 0$aPersonnel management. 676 $a658.3 700 $aCoron$b Clotilde$01634761 801 0$bMiAaPQ 801 1$bMiAaPQ 801 2$bMiAaPQ 906 $aBOOK 912 $a9910817513003321 996 $aQuantifying human resources$93975117 997 $aUNINA