As the workplace continuously reinvents itself due to advances in technology, changes in society, and unexpected events like COVID-19, both employers and employees are employing idiosyncratic deals (i-deals) to allow for flexibility for both sides. This chapter addresses i-deals from a human resources (HR) perspective, by focusing on three critical themes. First, we discuss how organizations effectively institutionalize i-deals, and how such i-deals impact human resource philosophy and practices, given that HR departments often lead the effort to institutionalize such deals through individualized and fair HR practices. Next, we explore how supervisors can make sure that i-deals are fair and effective. Following this, we discuss where i-deals fit in the international human resource management (IHRM) context. A total of fourteen future research directions are identified with particular emphasis on practical HR perspectives. Finally, this chapter constructs a bridge between the two disciplines through drawing upon established literatures from i-deals and IHRM, to extending our current knowledge through both theoretical and practical lenses.
|Title of host publication||Idiosyncratic Deals at Work|
|Subtitle of host publication||Exploring Individual, Organizational, and Societal Perspectives|
|Editors||Smriti Anand, Yasin Rofcanin|
|Publisher||Springer International Publishing AG|
|Number of pages||24|
|Publication status||Published - 17 Apr 2022|
|Name||Idiosyncratic Deals at Work|