L1a_Lepak&Snell (1999)- HR Architecture: Theory of Human Capital Allocation

Question 1

Main premise of the paper?

Answer 1

develops new HR architecture system,
studies various employment arrangements used by firms in allocating work,
shows variations of internal and external employment modes

Question 2

3 theoretical perspectives that are used

Answer 2

• RBV (resource-based view)
• human capital theory
• transaction cost economics

Question 3

2 dimensions that architecture is built on

Answer 3

• value of human capital
• uniqueness of human capital

(all theoretical perspectives converge on these two)

Question 4

outcomes of the architecture? (4 quadrants)

Answer 4

1. commitment-based configuration
2. productivity-based configuration
3. compliance-based configuration
4. collaborative-based configuration

Question 5

describe commitment-based configuration

Answer 5

high uniqueness,
high value

employment mode: internal development
employment relationship: organization focused

Question 6

describe productivity-based configuration

Answer 6

low uniqueness,
high value

employment mode: aquisition (buying from human capital market, internalizing employment)

empl.relationship: symbiotic

Question 7

describe compliance-based configuration

Answer 7

low uniqueness,
low value

empl. mode: contracting
empl. relationship: transactional

Question 8

describe collaborative-based configuration

Answer 8

high uniqueness,
low value

empl. mode: alliance
empl. relationship: partnership