Trajectoires de vieillissement dans une population rurale
The emergence of highly skilled independent workers and intermediary organizations calls into question the positioning of HR within interorganizational networks. Traditionally, HR actors manage the entirety of a firm’s human capital and define appropriate practices. This study examines how the ro...
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| Autors principals: | , , , , |
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| Format: | Article ou chapitre numérique |
| Idioma: | Français |
| Publicat: |
1988
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| Accés en línia: | Accès Université d'Orléans et IFPM Accès Université d'Orléans et IFPM |
| Sumari: | The emergence of highly skilled independent workers and intermediary organizations calls into question the positioning of HR within interorganizational networks. Traditionally, HR actors manage the entirety of a firm’s human capital and define appropriate practices. This study examines how the role of human resources is influenced by networks of independent workers, intermediary organizations, and end-client organizations. A mixed-methods study (15 exploratory interviews with organizational actors and 105 usable responses from a questionnaire distributed to HR professionals in client companies) reveals a lack of information within HR departments about the contexts of independent workers, showing a disconnect with these workers. This research thus uses network theory to contribute insights into the need to redefine HR practices and for HR to become closer to all forms of human capital. Our article highlights the growing disconnect between HR and a portion of the human capital in organizational networks. Through an initial typology of HR actors, we highlight how this situation complicates HR’s role and how it adapts its practices—both with respect to independent workers and to intermediaries, whose interorganizational role is increasingly central in this emerging network.
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