The use of quantification such as metrics, analytics and algorithms has increased in Human Resource Management (HRM) in the last years. This paper applies Austin’s speech act theory to analyze the performativity of quantification uses in organizations, according to their producers and users. Based on a qualitative study involving participant observation, organizational documents and semi-structured interviews, this study theorizes quantification acts in HRM using Austin’s three speech acts – locutionary, perlocutionary and illocutionary. Our work complements the sparse but growing literature on metrics, analytics and algorithms (including artificial intelligence) in HRM showing that these socio-technological phenomena are not monoliths but use specific performativities depending on the speech act they emulate.
