Table of Contents 1
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1 From the Statisticalization of Labor to Human Resources Algorithms: The Different Uses of Quantification
1.1. Quantifying reality: quantifying individuals or positions
1.2. From reporting to HR data analysis
1.3. Big Data and the use of HR algorithms
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2 Quantification and Decision-making
2.1. In search of objectivity
2.2. In search of personalization
2.3. In search of predictability
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3 How are Quantified HR Management Tools Appropriated by Different Agents?
3.1. The different avatars of the link between managerial rationalization and quantification
3.2. Distrust of data collection and processing
3.3. Distrust of a disembodied decision
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4 What Effects are the Effects of Quantification on the Human Resources Function?
4.1. Quantification for HR policy evaluation?
4.2. Quantifying in order to legitimize the HR function?
4.3. The quantification and risk of HR business automation
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5 The Ethical Issues of Quantification
5.1. Protection of personal data
5.2. Quantification and discrimination(s)
5.3. Opening the “black box” of quantification
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References
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Index
List of Tables 1 Chapter 1Table 1.1. The characteristics of HR commensuration 2 Chapter 2Table 2.1. The influences of the myth of objective quantification on perceived j... 3 Chapter 4Table 4.1. The appropriation of monitoring indicators 4 ConclusionTable C.1. The functional, structural and procedural dimensions of quantificatio... List of Illustrations 1 Chapter 4Figure 4.1. From selective policy appropriation to selective management tool app...Figure 4.2. The staircase model (sources: Le Louarn 2008; Cossette et al. 2014) 2 ConclusionFigure C.1. Summary of the workFigure C.2. Theoretical framework for analyzing HR quantification Guide 1
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