PropertyValue
?:abstract
  • While human resource (HR) activities have traditionally been performed internally, the outsourcing of HR practices is a rapidly increasing phenomenon. The accelerated rate of HR outsourcing also corresponds to a sweeping change in which non-transactional activities, such as recruitment, selection and training, are among the most outsourced HR practices. This article investigates the outsourcing decisions of recruiting and selection (R&S). It develops a predictive model based on efficiency drivers, rooted in transaction cost economy (TCE), and competitive motivations, derived from the resource-based view. The model has been tested in a sample of 276 medium and large enterprises in two specific contexts: the outsourcing of administrative R&S practices (job advertisement and pre-screening) and that of the more strategic R&S practices (colloquia and selection). Findings confirm the relevance of both categories of predictors, but they reveal how efficiency motivations are more important for the decisions to ou... ()
?:appearsInJournal
?:citationCount
  • 40 ()
is ?:cites of
?:cites
?:created
  • 2016-06-24 ()
?:creator
?:doi
  • 10.1080/09585190701799960 ()
?:endingPage
  • 391 ()
?:estimatedCitationCount
  • 74 ()
is ?:hasCitedEntity of
is ?:hasCitingEntity of
?:hasDiscipline
?:hasURL
?:issueIdentifier
  • 2 ()
?:language
  • en ()
?:publicationDate
  • 2008-02-01 ()
?:publisher
  • Taylor & Francis Group ()
?:rank
  • 20372 ()
?:referenceCount
  • 49 ()
?:startingPage
  • 372 ()
?:title
  • Recruitment and selection services: Efficiency and competitive reasons in the outsourcing of HR practices ()
?:type
?:volume
  • 19 ()

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