To be announced
• Jeroen Meijerink (University of Twente, The Netherlands )
• Gea Nijland (University of Twente, The Netherlands )
The academic programme starts on November 28th at 9 am and ends on November 29th at around 4 pm.
With the increasing interest and use of people analytics and algorithmic management (PAAM), and more broadly the use of artificial intelligence (AI) at work, this workshop aims to provide a forum for academic debate to advance our knowledge of these phenomena, which involve the use of data, artificial intelligence and analytics to drive strategy and algorithms that can augment and/or automate people-related decision making in areas such as recruitment and selection, training, appraisal, compensation, and workforce planning. This forum will serve researchers as a flourishing and growing community where a greater theory-informed scholarship is developed. The PAAM workshop is designed to bring together leading and emerging scholars working in the area of PAAM across these various disciplines in the social sciences, humanities and engineering sciences. We therefore would like to emphasise the multidisciplinary nature of this forum and hence, we welcome contributions from a diverse array of management subject areas such as human resource management and employment relations, work and organisational psychology, business analytics, information systems, organization studies and business ethics as well as from other disciples such as sociology, economics, law, philosophy and computer science. We believe a multi-disciplinary approach will help us advance the field to provide scientific evidence for an effective and socially responsible use of analytics and algorithms for making people-related decisions at work and optimizing organizational processes, taking into account a diverse group of stakeholders in the organisation. The workshop has a strong developmental focus and as such, encourages research which may be in progress as well as completed research.
We invite papers from a wide range of disciplinary traditions that explore Analytics, Algorithms and Artificial Intelligence at work and in people management processes 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 people analytics and algorithmic management in organisations; • The specific use of analytics and insights in different people management domains (e.g. performance management, recruitment and selection, learning and development, etc.); • The role of multiple stakeholders (e.g. domain experts, software engineers), power dynamics, and ideologies/identities in the design/development of people analytics processes and algorithmic systems at work • The role of data and data generation, annotation, and synthesis in algorithm-based decision making at work • Use of analytics in people management in traditional organizations as well as new organizational forms; • Online labor platforms, gig work and platform ecosystems • A theory-led understanding of people analytics legitimacy, maturity and impact; • The role of Analytics for the HR’s legitimacy in organizations; • Growth and development of people analytics functions; • Analytics in HR and People Management in SMEs; • Roles, identities, capabilities and career paths of people analytics and algorithmic management stakeholders (e.g. workers, developers, domain experts, etc); • The role of AI-driven technologies and solutions in people management; • The use analytics insights informing decision-making by non-HR users; • Analytics and employee voice; • Analytics and employee well-being; • 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.
A 3-page abstract: September 15, 2024
Step 1 - Abstracts A 3 page abstract (not including references) is expected by September 15th. 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.
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