Documents Gardner, Timothy M. 2 results

"Numerous scholars have documented a dramatic transformation taking place in the relationship between employers and employees. Job security and career ladders are being replaced with a doctrine of employability. In exchange for loyalty and hard work, firms are promising to keep employees' skills current and develop them for opportunities in other workplaces. To meet these changing needs, labour market intermediaries such as temporary help firms and employee leasing organizations have emerged to mediate the relationship between firms and the spot labour market. Companies are also forming collaborative relationships, termed ‘HR alliances' with other firms to manage their human resources. These take the form of employee-sharing relationships, training and development partnerships and ‘quasi-internal labour markets' where employees are trained and work in one firm then permanently ‘promoted' to a position of higher responsibility in a partner firm. In this theoretical paper, I explore the types of employees likely to be managed using an HR alliance, factors that influence firms' use of such alliances, and factors that influence firms' choice of collaboration partners. The paper concludes with a proposal of potential qualitative and quantitative research to study this phenomenon."

"Since the publication of Huselid's (1995) paper examining the relationship between HR practices and firm performance, there has been an explosion of published papers examining the empirical relationship between HR practices and various measures of firm performance. This study examines the possibility that informants typically providing data about organizational HR practices may be biased by an implicit theory of human resource management. Our findings suggest the responses from subjects typically providing data about HR practices may be biased in their reporting by the performance of the organization. The generalizability of these results is considered and implications for future studies of the HR-firm performance relationship reviewed. "