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首页> 外文期刊>The Academy of Management Perspectives >PIPELINES AND THEIR PORTFOLIOS: A MORE HOLISTIC VIEW OF HUMAN CAPITAL HETEROGENEITY VIA FIRM-WIDE EMPLOYEE SOURCING
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PIPELINES AND THEIR PORTFOLIOS: A MORE HOLISTIC VIEW OF HUMAN CAPITAL HETEROGENEITY VIA FIRM-WIDE EMPLOYEE SOURCING

机译：管道及其投资组合：通过公司员工采购更全面地了解人力资本异质性

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摘要

Scholars use the term pipelines to encapsulate many ways that firms target talent sources. Yet pipeline scholarship is fragmented to date, so we have few answers for several salient questions: Why do pipelines exist? What are their attributes? And what are their implications for firms? In this paper, we explore these questions. Based on an extensive literature review, we first distill the commonalities and core attributes of pipelines and then develop a theory-driven typology to ensure a consistency in understanding. Next, we suggest that a common theoretical justification runs through the uses of pipelines: Pipelines address labor market imperfections confronted by firms when they staff positions, counterbalancing the seemingly detrimental reduction in candidates that pipelines engender. We use this insight to theoretically delineate why different types of pipelines exist. Finally, we discuss how firms develop unique combinations, or portfolios, of pipelines to ameliorate the range of imperfections that they face to manage talent sourcing across the enterprise. In total, our paper describes how firms strategically manage pipeline portfolios, why firms turn to them to accumulate talent, and how they create between-firm heterogeneity of human capital resources.
机译：学者使用术语管道来封装公司目标人才来源的许多方式。然而，管道奖学金往往是迄今为止的，所以我们几乎没有几个突出问题的答案：为什么管道存在？他们的属性是什么？他们对公司的影响是什么？在本文中，我们探讨了这些问题。基于广泛的文献综述，我们首先蒸馏了管道的共性和核心属性，然后开发了理论驱动的类型，以确保理解的一致性。接下来，我们建议，普通的理论正理论通过管道的用途：管道地址劳动力市场造成劳动力市场的缺陷，当时员工职位，抵消候选人的候选人看似不利的减少。我们使用这种洞察理论上描绘了为什么存在不同类型的管道。最后，我们讨论公司如何制定独特的组合，或投资管道，管道可以改善他们面对整个企业的人才采购的缺陷范围。总共介绍公司如何战略性地管理管道投资组合，为什么公司转向他们积累人才，以及它们如何在人力资本资源方面创造稳固的异质性。

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  • 来源
    《The Academy of Management Perspectives》 |2019年第2期|207-233|共27页
  • 作者

    Brymer Rhett A.; Chadwick Clint; Hill Aaron D.; Molloy Janice C.;

  • 作者单位

    Univ Cincinnati Carl H Lindner Coll Business Management Cincinnati OH 45221 USA;

    Univ Kansas Strategy & Human Resource Management Lawrence KS 66045 USA;

    Univ Florida Warrington Coll Business Gainesville FL 32611 USA;

    Univ Michigan Dearborn Management Studies Dearborn MI USA;

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