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Stor i orden, liten på jorden?

Holm Glad, Sara LU (2017) SOCK04 20171
Sociology
Abstract (Swedish)
Organisationers personalfunktion har sedan dess tillkomst förändrats från att handla om ett mestadels social arbete till ett agerande i företagsledningen tjänst. Detta har inneburit ett ständigt förändrat fokus, från den enskilde medarbetaren till de mer övergripande affärsmålen. Numera vänder sig allt fler HR-praktiker till de senaste vetenskapliga forskningsrönen för hur de bäst kan operera strategiskt och cementera sin position vid ledarbordet. Big Data innebär enligt dessa forskningsrön en enorm möjlighet för ett bättre och säkrare beslutsunderlag. Genom tillgång till data från både interna och externa källor kan HR-avdelningen analysera vad som skett, varför och även vad som kommer att ske. Detta ger värdefulla konkurrensfördelar i en... (More)
Organisationers personalfunktion har sedan dess tillkomst förändrats från att handla om ett mestadels social arbete till ett agerande i företagsledningen tjänst. Detta har inneburit ett ständigt förändrat fokus, från den enskilde medarbetaren till de mer övergripande affärsmålen. Numera vänder sig allt fler HR-praktiker till de senaste vetenskapliga forskningsrönen för hur de bäst kan operera strategiskt och cementera sin position vid ledarbordet. Big Data innebär enligt dessa forskningsrön en enorm möjlighet för ett bättre och säkrare beslutsunderlag. Genom tillgång till data från både interna och externa källor kan HR-avdelningen analysera vad som skett, varför och även vad som kommer att ske. Detta ger värdefulla konkurrensfördelar i en snabbt föränderlig och global värld. Men forskningsrönen fungerar också som ett institutionellt tryck på HR-funktionen. Genom isomorfiska drivkrafter sprids idéer om Big Datas effektivitet och skapar gemensamma normativa föreställningar om dess värde för HR-funktionen och i slutändan även så organisationen i sin helhet. Det krävs mer forskning om hur trender så som Big Data påverkar HR-funktionen och dess fokus. Denna litteraturstudie utgör ett försök att med begrepp från nyinstitutionell teori tackla den utmaning som Big Data utgör för HR-funktionen. Resultatet tyder på att Big Data kan i dagsläget förstås som en rationaliserad myt och att den hype som råder runt fenomenet bidrar till flera typer av isomorfism. (Less)
Abstract
Since organizations started to include dedicated personnel departments some hundred years ago, its function has gone from mainly social work to acting as a strategic partner to the management team. This has resulted in a steady change in focus, from the individual worker towards the overall objectives of the business. Nowadays, more and more HR-practitioners turn to the latest scientific research for insights into how they can work strategically and secure their seat at the management table. According to research, Big Data can provide a huge advantage when it comes to a more accurate decision making. By accessing data from both internal and external sources, the HR-function can analyze what happened, when it happens, why it happened and... (More)
Since organizations started to include dedicated personnel departments some hundred years ago, its function has gone from mainly social work to acting as a strategic partner to the management team. This has resulted in a steady change in focus, from the individual worker towards the overall objectives of the business. Nowadays, more and more HR-practitioners turn to the latest scientific research for insights into how they can work strategically and secure their seat at the management table. According to research, Big Data can provide a huge advantage when it comes to a more accurate decision making. By accessing data from both internal and external sources, the HR-function can analyze what happened, when it happens, why it happened and also what is likely to happen in the future. This provides a major competitive advantage in a fast-paced global world. However, scientific research also works as an institutional force on the HR-function. Through isomorphism, ideas about the efficiency of Big Data creates shared normative conceptions regarding its value to the HR-function and in the long run, also the organization as a whole. More research is required about how disruptive trends such as Big Data impacts the HR-function at its core focus. By applying the theory of neo-institutionalism and its concepts, this literary review aims to tackle the challenge that Big Data poses to the HR-function. The results shows that as of today Big Data can be seen as a rationalized myth and that the hype surrounding the phenomena contributes to several types of isomorphism. (Less)
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author
Holm Glad, Sara LU
supervisor
organization
course
SOCK04 20171
year
type
M2 - Bachelor Degree
subject
keywords
Big Data, human resource management, nyinstitutionell teori
language
Swedish
id
8915663
date added to LUP
2017-07-06 11:28:48
date last changed
2017-07-06 11:28:48
@misc{8915663,
  abstract     = {Since organizations started to include dedicated personnel departments some hundred years ago, its function has gone from mainly social work to acting as a strategic partner to the management team. This has resulted in a steady change in focus, from the individual worker towards the overall objectives of the business. Nowadays, more and more HR-practitioners turn to the latest scientific research for insights into how they can work strategically and secure their seat at the management table. According to research, Big Data can provide a huge advantage when it comes to a more accurate decision making. By accessing data from both internal and external sources, the HR-function can analyze what happened, when it happens, why it happened and also what is likely to happen in the future. This provides a major competitive advantage in a fast-paced global world. However, scientific research also works as an institutional force on the HR-function. Through isomorphism, ideas about the efficiency of Big Data creates shared normative conceptions regarding its value to the HR-function and in the long run, also the organization as a whole. More research is required about how disruptive trends such as Big Data impacts the HR-function at its core focus. By applying the theory of neo-institutionalism and its concepts, this literary review aims to tackle the challenge that Big Data poses to the HR-function. The results shows that as of today Big Data can be seen as a rationalized myth and that the hype surrounding the phenomena contributes to several types of isomorphism.},
  author       = {Holm Glad, Sara},
  keyword      = {Big Data,human resource management,nyinstitutionell teori},
  language     = {swe},
  note         = {Student Paper},
  title        = {Stor i orden, liten på jorden?},
  year         = {2017},
}