Clotilde Coron - Quantifying Human Resources

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2 Acknowledgments Acknowledgments I would like to warmly thank all the people working at IAE Paris, the administrative staff and the teachers–researchers, for the stimulating working atmosphere and exchanges. In particular, I would like to thank Patrick Gilbert for his trust, support and wise advice. My gratitude also goes to Pascal Braun for his attentive review and enriching remarks. Finally, I would like to thank the team at ISTE, without whom this book would not have been possible.

3 Introduction Introduction This book arises from an initial observation: quantification has gradually invaded all modern Western societies, and organizations and companies are not exempt from this trend. As a result, the human resources (HR) function is increasingly using quantification tools. However, quantification raises specific questions when it concerns human beings. Consequently, HR quantification gives rise to a variety of approaches, in particular: an approach that values the use of quantification as a guarantee of objectivity, of scientific rigor and, ultimately, of the improvement of the HR function; and a more critical approach that highlights the social foundations of the practice of quantification and thus challenges the myth of totally neutral or objective quantification. These two main approaches make it possible to clarify the aim of this book, which seeks to take advantage of their respective contributions to maintain a broad vision of the challenges of HR quantification.

4 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

5 2 Quantification and Decision-making 2.1. In search of objectivity 2.2. In search of personalization 2.3. In search of predictability

6 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

7 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

8 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

9 Conclusion

10 References

11 Index

12 End User License Agreement

1 Chapter 1 Table 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...

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

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Technological Changes and Human Resources Set

coordinated by

Patrick Gilbert

Volume 2

Clotilde Coron

First published 2020 in Great Britain and the United States by ISTE Ltd and John Wiley & Sons, Inc.

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