Labor Market Intermediaries and the New Paradigm for Human Resources

Bonet, Rocío; Cappelli, Peter; Hamori, Monika

doi:10.5465/19416520.2013.774213

Cited by 117 publications

(109 citation statements)

References 83 publications

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“…In this article, we analysed data from comparative surveys of employers in the UK and Denmark to estimate whether ALMPs increased the likelihood of employers hiring from disadvantaged groups, compared with firm size and the importance employers attach to selection criteria. Drawing on the conceptual framework of ALMP agencies of Bonet et al (2013) as information provider and matchmaker LMIs, we suggest possible explanations for our findings. In our study, we treat the effect of firm size on employers' likelihood of recruiting disadvantaged groups with some caution.…”

Section: Resultsmentioning

confidence: 77%

“…This article conceptualises the ALMP agencies that stand between jobseekers and employers as LMIs, and the next section explores this further, in particular the concepts of 'information provider' and 'matchmaker' LMIs of Bonet et al (2013).…”

Section: Active Labour Market Programmes In the Uk And Denmarkmentioning

confidence: 99%

“…Most studies of LMIs focus on private recruitment or 'temporary help' agencies (Autor, 2009;Bonet et al, 2013) and on executive recruitment and headhunting (Coverdill and Finlay, 1998). Although Bonet et al (2013: 384) acknowledge a gap in the academic understanding of LMIs, surprisingly few studies have paid attention to ALMP agencies, or conceptualised them as LMIs (Gore, 2005;Osterman, 2008;and McGurk, 2014 are exceptions).…”

Section: Active Labour Market Programme Agencies As Labour Market Intmentioning

confidence: 99%

“…Although Bonet et al (2013: 384) acknowledge a gap in the academic understanding of LMIs, surprisingly few studies have paid attention to ALMP agencies, or conceptualised them as LMIs (Gore, 2005;Osterman, 2008;and McGurk, 2014 are exceptions). This section draws on the HRM literature relating to LMIs and explains why the conceptual framework of Bonet et al (2013) is useful for studying the role of ALMP agencies as LMIs in employers' recruitment of disadvantaged groups in the UK and Denmark.…”

Section: Active Labour Market Programme Agencies As Labour Market Intmentioning

confidence: 99%

“…In this article, we draw on surveys of employers in the UK and Denmark (considered pioneers of ALMPs) to estimate whether ALMP agencies elevate the likelihood of employers hiring from disadvantaged groups. We utilise the conceptual framework of 'information provider' and 'matchmaker' LMIs of Bonet et al (2013) based on the HR functions they fulfil. This framework predicts that ALMP agencies as LMIs will reconfigure employers' recruitment patterns in a way that is conducive to the employment of unemployed and other disadvantaged groups.…”

Section: Introductionmentioning

confidence: 99%

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Employers' recruitment of disadvantaged groups: exploring the effect of active labour market programme agencies as labour market intermediaries

Ingold

Valizade

2017

Human Res Mgmt Journal

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This article draws on an original comparative survey of employers in the UK and Denmark to analyse the role of active labour market programmes (ALMPs) in employers' recruitment of disadvantaged groups. Using the framework of Bonet et al. to conceptualise agencies delivering ALMPs as labour market intermediaries (LMIs), the effect of ALMPs on employers' recruitment was tested against organisational factors involving firm size and selection criteria. Although ALMPs marginally increased employers' probability of recruiting the longterm unemployed in both countries and lone parents in Denmark, their effect was negligible compared with firm size and employers' selection criteria. While ALMP agencies have the potential to increase employers' recruitment of disadvantaged groups, this is constrained when they act as basic 'information provider' LMIs. ALMP agencies' inability to act effectively as 'matchmaker' LMIs leads to a failure to overcome rigid intraorganisational barriers to such recruitment.

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Section: Resultsmentioning

confidence: 77%

Section: Active Labour Market Programmes In the Uk And Denmarkmentioning

confidence: 99%

Section: Active Labour Market Programme Agencies As Labour Market Intmentioning

confidence: 99%

Section: Active Labour Market Programme Agencies As Labour Market Intmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Employers' recruitment of disadvantaged groups: exploring the effect of active labour market programme agencies as labour market intermediaries

Ingold

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2017

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Client organizations and the management of professional agency work: The case of English health and social care

Kirkpatrick

Hoque

Lonsdale

2018

Human Resource Management

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A growing reliance on agency workers can lead to significant risks for client organizations, especially in core organizational roles. It has been suggested while these risk can be mitigated through investments in human resource management (HRM) directed at agency workers, in reality these will be hard to implement. This article draws upon Lepak and Snell's (1999) HR architecture model and uses a comparative case study method to explore this issue, focusing on agency working in core nursing and qualified social worker roles. The findings illustrate how client organizations can become more involved in the management of agency workers than has previously been acknowledged. Our analysis also identifies the conditions that shape this client‐side involvement, including the nature of agency worker contracts, the role of temporary work agencies, competing organizational cost‐control priorities, and perceptions of the regulatory context. These conditions are brought together in a general model for understanding the largely neglected role that client organizations play in the HR management of agency workers.

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Tiered expatriation: A social relations approach to staffing multinationals

Zheng

Smith

2018

Human Resource Management

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This article applies a social relations discourse to examine the use of expatriates in Chinese multinational companies (MNCs). Expatriates are analyzed based on two sets of social relations: the social functions of expatriates (which include the global function of capital and the collective function of labor) and the pathways of expatriation (which include intra-and interfirm transfers). In particular, the framework incorporates the collective function of labor into the analysis of expatriation, which has received limited attention in the existing international HRM literature. Conceptually, the social relations discourse allowed us to frame staffing in an open system in which HR practices involving expatriation are shaped by the intersections between the choices of MNCs, the actions of workers, and the mediation of institutional players. Empirically, this article presents three case studies of Chinese MNCs in Europe to illustrate the tiered expatriation of managerial staff, technicians, and operational workers from interchangeable sources of labor. The HR policy implications suggest greater diversity in the formation of international staffing for MNCs. K E Y W O R D S Chinese multinational companies (MNCs), collective function of labor, embodied social function, global function of capital, global workforce, pathways of expatriation, social relations in expatriation, tiered expatriation

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Labor Market Intermediaries and the New Paradigm for Human Resources

Cited by 117 publications

References 83 publications

Employers' recruitment of disadvantaged groups: exploring the effect of active labour market programme agencies as labour market intermediaries

Employers' recruitment of disadvantaged groups: exploring the effect of active labour market programme agencies as labour market intermediaries

Client organizations and the management of professional agency work: The case of English health and social care

Tiered expatriation: A social relations approach to staffing multinationals

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