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Big Data in Organizations and the Role of Human Resource Management

A Complex Systems Theory-Based Conceptualization


Tobias M. Scholz

Big data are changing the way we work as companies face an increasing amount of data. Rather than replacing a human workforce or making decisions obsolete, big data are going to pose an immense innovating force to those employees capable of utilizing them. This book intends to first convey a theoretical understanding of big data. It then tackles the phenomenon of big data from the perspectives of varied organizational theories in order to highlight socio-technological interaction. Big data are bound to transform organizations which calls for a transformation of the human resource department. The HR department’s new role then enables organizations to utilize big data for their purpose. Employees, while remaining an organization’s major competitive advantage, have found a powerful ally in big data.

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List of Tables

← XVI | XVII →

List of Tables

Table 1:The Term “Big Data” in the Years 1961–1979
Table 2:Dimensions of Big Data
Table 3:Existing Definitions of Big Data
Table 4:Selection of Cognitive Biases
Table 5:Type I Errors and Type II Errors
Table 6:Overview over the Theories on Open Systems
Table 7:Definitions of First and Second Order Cybernetics
Table 8:Inclusion of Organizational Theory Streams in Complex Systems Theory
Table 9:Examples of Big Data in Human Resource Management Practice
Table 10:Hermeneutical Observation of Big Data in HRM
Table 11:Polarities of Big Data in Organizations on the Basis of the Core Assumptions
Table 12:Big Data Tradeoff Concerning Velocity
Table 13:Characteristics of a Homeodynamic Organization
Table 14:New Roles for HR Department
Table 15:Positioning of the Homeodynamic Goldilocks Zone ← XVII | XVIII →