The contrast between the significance of the concepts of analytics and big data human resources (HR) in current managerial discourse and the low number of academic works on the subject invites us to question the reality of the change introduced by these concepts. By mobilizing the concept of justification to analyze participant observation supplemented by ten semi-structured interviews, the authors show that HR analytics systems are the subject of speeches similar to those on reporting, whereas big HR data give rise to new justifications. This therefore invites us to conclude that HR analytics does not constitute a real breakthrough, while HR big data corresponds to real change. Translation (s) The contrast between the significance of the concepts of analytics and big data human resources (HR) in current managerial discourse and the low number of academic works on the subject invites us to question the reality of the change introduced by these notions. By mobilizing the concept of justification to analyze participant observation supplemented by ten semi-structured interviews, the authors show that HR analytics systems are the subject of speeches similar to those on reporting, whereas big HR data give rise to new justifications. This therefore invites us to conclude that HR analytics does not constitute a real breakthrough, while HR big data corresponds to real change. More information: Credits: – Fnege Medias – iae-paris (Institution) – CORON Clotilde (Associate Professor)
David Alaba’s majestic entry against Almeria
August 15, 2022
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