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Articles 1 - 11 of 11
Full-Text Articles in Human Resources Management
Recruitment And Selection, Christopher J. Collins, Rebecca R. Kehoe
Recruitment And Selection, Christopher J. Collins, Rebecca R. Kehoe
Christopher J Collins
[Excerpt] In this chapter, we look to address the second issue by developing a theoretical model of the link between different staffing systems and firm-level performance. We first look to existing theory on organizational design and structure to better understand the role of recruitment and selection. Specifically, we argue that organizations are structured into unique subunits of employees based on the equivocality of available information in their jobs and the resulting need for organizational rationality or openness. Drawing on existing empirical work on strategic human resource management, we argue that unique systems of recruitment and selection practices are necessary to …
Initial Organizational Images And Recruitment: A Within-Subjects Investigation Of The Factors Affecting Job Choices, Christopher J. Collins, Cynthia Kay Stevens
Initial Organizational Images And Recruitment: A Within-Subjects Investigation Of The Factors Affecting Job Choices, Christopher J. Collins, Cynthia Kay Stevens
Christopher J Collins
[Excerpt] The purpose of this study was to examine the dimensions, influenceability, and consequences of applicants’ images of prospective employers early in the recruitment and job search process. Specifically, we examined three questions: (1) On what dimensions do applicants assess organizational images early in their job searches? (2) Which recruitment practices contribute to applicants’ organizational images? (3) How do organizational images influence applicants’ decisions to apply to organizations?
Strategic Decision-Making In High Velocity Environments: A Theory Revisited And A Test, Kevin Clark, Christopher J. Collins
Strategic Decision-Making In High Velocity Environments: A Theory Revisited And A Test, Kevin Clark, Christopher J. Collins
Christopher J Collins
[Excerpt] A decade ago, Eisenhardt (1989) proposed a model of strategic decision-making speed for firms facing high-velocity environments. This theory, while important at the time, has become even more relevant to the strategy-making bodies of firms in the entrepreneurial millennium. The model differed in important ways from much of the existing literature on decision-making speed (Frederickson and Mitchell, 1984; Janis, 1982; Mintzberg, et al., 1976; Nutt, 1976). Eisenhardt's ideas were based on a series of inductive case studies of eight firms competing in the fast-paced micro-chip industry. As such, it was an important theory-building effort in a central area of …
Entrepreneurial Human Resource Strategy, Christopher J. Collins, Matthew Allen, Scott Snell
Entrepreneurial Human Resource Strategy, Christopher J. Collins, Matthew Allen, Scott Snell
Christopher J Collins
[Excerpt] Entrepreneurship is the process by which "opportunities to create future goods and services are discovered, evaluated, and exploited" (Shane and Venkataraman, 2000: 218). In other words, it is the process by which organizations and individuals convert new knowledge into new opportunities in the form of new products and services. Strategic human resource management (SHRM) has been defined as the system of organizational practices and policies used to manage employees in a manner that leads to higher organizational performance (Wright and McMahan, 1992). Further, one perspective suggests that sets of HR practices do not themselves create competitive advantage; instead, they …
The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg
The Effects Of Recruitment Message Specificity On Applicant Attraction To Organizations, Quinetta M. Roberson, Christopher J. Collins, Shaul Oreg
Christopher J Collins
We used the elaboration likelihood model from marketing research to explain and examine how recruitment message specificity influences job seeker attraction to organizations. Using an experimental design and data from 171 college-level job seekers, the results showed that detailed recruitment messages led to enhanced perceptions of organization attributes and person-organization fit. Perceptions of fit were found to mediate the relationship between message specificity and intention to apply to the organization. In addition, perceptions of organization attributes and person-organization fit were found to influence intentions to apply under circumstances of explicit recruitment information while attractiveness and fit perceptions were shown to …
Organizational Recruitment: Enhancing The Intersection Of Research And Practice, M. Susan Taylor, Christopher J. Collins
Organizational Recruitment: Enhancing The Intersection Of Research And Practice, M. Susan Taylor, Christopher J. Collins
Christopher J Collins
[Excerpt] How have recruitment practices changed in response to the tight labor market pressures? A few brief examples will suffice for the present. Cisco Systems, a rapidly growing California-based networking firm, has replaced virtually all of its prior recruitment advertising (for example, newspaper, radio, etc.) with the Internet-based recruiting programs that are specially targeted to the desired applicant population. Based on their own market research that most job-related web entries are received from employed candidates searching the Internet during work hours, Cisco provides job browsers easy to access fake computer screens in case a boss or co-worker enters the room …
Employee Outcomes: Human Resource Management Practices And Firm Performance In Small Businesses, Christopher J. Collins, Jeff Ericksen, Mathew Allen
Employee Outcomes: Human Resource Management Practices And Firm Performance In Small Businesses, Christopher J. Collins, Jeff Ericksen, Mathew Allen
Christopher J Collins
[Abstract] Improving company performance is something of interest to all small business leaders. Small business leaders have many tools at their disposal — from finance to marketing to customer service — that could potentially improve the performance of their company. Among these tools is the way that small business leaders manage their people. As has been mentioned in previous reports, research has shown that people management does indeed impact company performance, even at the financial level. Studies show increases in value per employee of up to $40,000 and survival rates for IPO firms as much as 20% higher for companies …
Human Resource Practices, Knowledge-Creation Capability And Performance In High Technology Firms, Christopher J. Collins, Ken G. Smith, Cynthia Kay Stevens
Human Resource Practices, Knowledge-Creation Capability And Performance In High Technology Firms, Christopher J. Collins, Ken G. Smith, Cynthia Kay Stevens
Christopher J Collins
This study examines the relationship among key HR practices (i.e., effective acquisition, employee-development, commitment-building, and networking practices), three dimensions of knowledge-creation capability (human capital, employee motivation, and information combination and exchange), and firm performance. Results from a sample of 78 high technology firms showed that the three dimensions of knowledge creation interact to positively affect sales growth. Further, the HR practices were found to affect sales growth through their affect on the dimensions of knowledge-creation capability.
The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins
The Interactive Effects Of Recruitment Practices And Product Awareness On Job Seekers’ Employer Knowledge And Application Behaviors, Christopher J. Collins
Christopher J Collins
In this paper, I draw on research from the literatures on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers’ application behaviors through three aspects of job seekers’ employer knowledge. Based on results from a within-subjects design with data from 123 recruiting companies and 456 student job seekers, my findings suggested the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low rather than high. …
Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han
Exploring Applicant Pool Quantity And Quality: The Effects Of Early Recruitment Practice Strategies, Corporate Advertising, And Firm Reputation, Christopher J. Collins, Jian Han
Christopher J Collins
Drawing on marketing and recruitment theory, we examined relationships between early recruitment practices, organizational factors, and organization-level recruitment outcomes, predicting that low-involvement recruitment practices, high-involvement recruitment practices, corporate advertising, and firm reputation would positively affect the quantity and quality of organizations’ applicant pools. We also predicted that corporate advertising and firm reputation would moderate the effects of the two recruitment strategies. Data for 99 organizations collected from multiple sources provided some evidence that early recruitment practices, corporate advertising, and firm reputation each had direct effects on applicant pool quantity and quality. More importantly, we found that low-involvement recruitment practices were …
Human Resource Management Practices, Workforce Alignment, And Firm Performance, Christopher Collins, Jeff Ericksen, Mathew Allen
Human Resource Management Practices, Workforce Alignment, And Firm Performance, Christopher Collins, Jeff Ericksen, Mathew Allen
Christopher J Collins
Small business leaders are charged with delivering high levels of company performance. There is no shortage of potentially fruitful investments available for consideration; these include developing new products or services, improving product or service quality, and enhancing marketing and sales. Another possible investment - improving the way a company manages its people - tends to receive less attention. This is somewhat surprising, however, when one considers that the human resource management practices a company uses can dramatically impact the bottom-line. One study of large publicly traded firms, for example, found that companies using "high performance" human resource practices have market …