Big Data in HR: Towards a new convention on quantification?

Le « Big Data RH »: vers une nouvelle convention de quantification ?

Clotilde Coron (clotildecoron@gmail.com)
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Clotilde Coron: LAB IAE Paris - Sorbonne - IAE Paris - Sorbonne Business School

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Abstract: The use of big data in various spheres of society is modifying how we consume, obtain information and make decisions. However few studies have focused on how big data affects the way we use statistics and, in particular, quantify human resources (HR). Based on the theoretical framework of the "sociology of quantification", this research seeks to examine whether, and how much, using big data contributes to designing new conventions on quantification in human resource management. It involved a case study that, conducted during a long period of immersion as the head of a firm's "Big Data HR Project", was followed up with eight semi-directive interviews. Big data contributed to creating a new convention about HR quantification based on a predictive (and no longer explanatory) approach. This convention has four paradigms: the model's completeness, correlation, personalization and ongoing improvements.

Keywords: HR; Sociology of quantification; Organizational Ethnography; Big Data; RH; Sociologie de la quantifcation; Conventions; Ethnographie organisationnelle (search for similar items in EconPapers)
Date: 2019
Note: View the original document on HAL open archive server: https://hal.science/hal-02050882
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Published in Gérer et Comprendre. Annales des Mines, 2019, 3 (137), pp.27-38

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Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:hal-02050882

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