<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0121-5051</journal-id>
<journal-title><![CDATA[Innovar]]></journal-title>
<abbrev-journal-title><![CDATA[Innovar]]></abbrev-journal-title>
<issn>0121-5051</issn>
<publisher>
<publisher-name><![CDATA[Facultad de Ciencias Económicas. Universidad Nacional de Colombia.]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0121-50512020000400075</article-id>
<article-id pub-id-type="doi">10.15446/innovar.v30n78.90306</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Big data y people analytics: intimidad y emociones en la gestión de los recursos humanos]]></article-title>
<article-title xml:lang="en"><![CDATA[BIG DATA AND PEOPLE ANALYTICS: INTIMACY AND EMOTIONS IN HUMAN RESOURCE MANAGEMENT]]></article-title>
<article-title xml:lang="pt"><![CDATA[BIG DATA E PEOPLE ANALYTICS: INTIMIDADE E EMOÇÕES NA GESTÃO DOS RECURSOS HUMANOS]]></article-title>
<article-title xml:lang="fr"><![CDATA[BIG DATA ET PEOPLE ANALYTICS: L'INTIMITÉ ET LES ÉMOTIONS DANS LA GESTION DES RESSOURCES HUMAINES]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Szlechter]]></surname>
<given-names><![CDATA[Diego Fabián]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Zangaro]]></surname>
<given-names><![CDATA[Marcela Beatriz]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Nacional de General Sarmiento  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Argentina</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Nacional de General Sarmiento  ]]></institution>
<addr-line><![CDATA[Buenos Aires ]]></addr-line>
<country>Argentina</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2020</year>
</pub-date>
<volume>30</volume>
<numero>78</numero>
<fpage>75</fpage>
<lpage>88</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0121-50512020000400075&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0121-50512020000400075&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0121-50512020000400075&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN: Analizamos prácticas de recursos humanos resultantes de utilizar tecnologías dependientes de big data en firmas de servicios basados en el conocimiento que responden al modelo CAFA, y presentamos ejemplos de dichas prácticas obtenidos a partir de entrevistas en profundidad. Los people analytics se erigen como la estrategia principal de gestión de la fuerza de trabajo por medio del análisis de los algoritmos que surgen del análisis de las interacciones presentes en redes sociales corporativas y otros espacios de participación en las webs empresariales. Nuestro argumento principal sostiene que este tipo de prácticas suponen una novedad en relación con las que se utilizaban hasta hace poco en otros tipos de firmas, dado que el objetivo central ahora radica en el estudio de la intimidad y las emociones presentes en las interacciones sociales. Como conclusión, establecemos que esta es una estrategia de implicación subjetiva que pretende generar mayor legitimidad debido a su origen "científico", pero que termina reforzando los sesgos de técnicas utilizadas anteriormente. Este trabajo es de tipo cualitativo, basado en entrevistas semiestructuradas a mandos medios y altos de firmas de servicios basados en el conocimiento establecidas en Argentina.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT: We examine human resources practices resulting from the use of big data technologies in knowledge-based service firms that operate under the CAFA model. In this sense, people analytics stands as the main strategy for managing the workforce through the analysis of algorithms that arise from the study of interactions within corporate social networks and other spaces for participation in business websites. Our main argument is that these practices are a novelty compared to those used until recent times in other types of firms, given that their central objective now lies in the study of intimacy and emotions happening in social interactions. In conclusion, we establish this is a subjective involvement strategy that aims to generate greater legitimacy due to its "scientific" origin but finally ends up reinforcing the biases of previously used techniques. This work is of a qualitative nature, based on semi-structured interviews with middle and senior managers of knowledge-based service firms established in Argentina.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[RESUMO: Analisamos práticas de recursos humanos resultantes da utilização de tecnologias dependentes de big data em empresas de serviços baseados no conhecimento que respondem ao modelo Gafa e apresentamos exemplos dessas práticas obtidos a partir de entrevistas em profundidade. Os people analytics surgem como a estratégia principal de gestão da força de trabalho por meio da análise dos algoritmos que advêm da análise das interações presentes em redes sociais corporativas e em outros espaços de participação nas webs empresariais. Nosso argumento principal está em que esse tipo de práticas supõe uma novidade quanto às utilizadas até há pouco tempo em outros tipos de empresas, visto que o objetivo central agora radica no estudo da intimidade e das emoções presentes nas interações sociais. Como conclusão, estabelecemos que essa é uma estratégia de implicação subjetiva que pretende gerar maior legitimidade devido à sua origem "científica", mas que acaba reforçando as tendências de técnicas utilizadas anteriormente. Este trabalho é de tipo qualitativo, baseado em entrevistas semiestruturadas a colaboradores de médio e alto escalão de empresas de serviços baseados no conhecimento, estabelecidas na Argentina.]]></p></abstract>
<abstract abstract-type="short" xml:lang="fr"><p><![CDATA[RÉSUMÉ: Nous analysons les pratiques de ressources humaines résultant de l'utilisation de technologies dépendantes du big data dans des entreprises de services basés sur la connaissance qui répondent au modèle GAFA, et nous présentons des exemples de ces pratiques obtenus à partir d'entretiens approfondis. Les people analytics s'avèrent comme la principale stratégie de gestion des effectifs grâce à l'analyse d'algorithmes issus de l'analyse des interactions présentes dans les réseaux sociaux d'entreprise et autres espaces de participation sur les sites Web des entreprises. Notre argument principal soutient que ce type de pratique représente une nouveauté par rapport à celles que l'on utilisait jusqu'à récemment dans d'autres types d'entreprises, puisque l'objectif central réside désormais dans l'étude de l'intimité et des émotions présentes dans les interactions sociales. En conclusion, nous établissons qu'il s'agit d'une stratégie d'implication subjective qui vise à générer une plus grande légitimité du fait de son origine « scientifique », mais qui finit par renforcer les biais des techniques précédemment utilisées. Ce travail est de nature qualitative, basé sur des entretiens semi-structurés avec des cadres moyens et supérieurs d'entreprises de services basés sur le savoir établies en Argentine.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[big data]]></kwd>
<kwd lng="es"><![CDATA[emociones]]></kwd>
<kwd lng="es"><![CDATA[intimidad]]></kwd>
<kwd lng="es"><![CDATA[people analytics]]></kwd>
<kwd lng="en"><![CDATA[Big data]]></kwd>
<kwd lng="en"><![CDATA[emotions]]></kwd>
<kwd lng="en"><![CDATA[intimacy]]></kwd>
<kwd lng="en"><![CDATA[people analytics]]></kwd>
<kwd lng="pt"><![CDATA[big data]]></kwd>
<kwd lng="pt"><![CDATA[emoções]]></kwd>
<kwd lng="pt"><![CDATA[intimidade]]></kwd>
<kwd lng="pt"><![CDATA[people analytics]]></kwd>
<kwd lng="fr"><![CDATA[big data]]></kwd>
<kwd lng="fr"><![CDATA[émotions]]></kwd>
<kwd lng="fr"><![CDATA[intimité]]></kwd>
<kwd lng="fr"><![CDATA[people analytics]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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