With the increasing interest and use of people analytics and algorithmic management (PAAM), in recent years, this workshop aims to provide a forum for academic debate in order to advance our knowledge of this phenomenon, which involves the use of analytics to drive strategy and algorithms that can augment and/or automate HR-related decision making in areas such as recruitment and selection, training, appraisal, compensation and workforce planning. This forum will serve researchers as a grass-roots community where a greater theory-informed scholarship is developed.
We invite papers from a wide range of disciplinary traditions that explore Analytics in HR and People Management issues from both theoretical and practical perspectives, and we encourage papers which are multi-disciplinary and cross-disciplinary in nature. We welcome theoretical pieces as well as empirical papers from both qualitative and quantitative traditions.
Topics of interest include (but are not limited to) the following:
• Institutional and contextual factors in the adoption and use of analytics in HR in organisations;
• The specific use of analytics and insights in different HR domains (e.g. performance management, recruitment and selection, learning and development, etc.);
• Use of analytics in people management outside HR;
• A theory-led understanding of HR analytics legitimacy, maturity and impact;
• The role of Analytics for the HR’s legitimacy in organisations;
• Growth and development of HR Analytics functions;
• Analytics in HR and People Management in SMEs;
• Roles, capabilities and career paths of HR Analytics professionals;
• The role of AI-driven HR technologies and solutions in HR and People Management;
• The use Analytics insights informing decision-making by non-HR users;
• Users of Analytics in HR and People Management (e.g. HRBPs versus CHRO versus employees vs customers).
• Analytics and employee voice;
• Analytics and employee well-being;
• Algorithmic management in HR and People Management;
• Algorithmic management and precarious work;
• Processes and compliance in Analytics in HR and People Management;
• Continuous improvement and project management methodologies in HR Analytics;
• Social and ethical challenges for Analytics in HR and People Management.
Abstract submission closed
A 3-page abstract: April 8, 2022 (extended)
Step 1 - Abstracts
A 3 page abstract (not including references) is expected. All abstracts must be in English.
A full paper or a 5-page abstract is required. Each presentation will have discussants. It is important that the discussants will have access to the submitted final papers and extended abstracts well in advance.
Fees include: participation to the workshop, workshop documents, coffee breaks, 2 lunches, one group dinner.
Registration procedure will be sent to authors by email mid-May.
ADMINISTRATIONMs. Cristina Setyar - EIASM Conference Manager
EIASM - RUE FOSSÉ AUX LOUPS - 38 - BOX 3 - 1000 BRUSSELS - BELGIUM
Tel: +32 2 226 66 69 - Fax: