Dynamism and realignment in the HR architecture: Online labor platform ecosystems and the key role of contractors

Given the widespread contribution of independent contractors to organizational innovation and competitive advantage, it is timely reassess assumptions about HRM practices appropriate their management rationale for organizations work with them. In original highly influential HR architecture model Lepak Snell (1999), contractor status viewed as an outcome low value and/or uniqueness human capital resulting in proposition externalize manage them using either none or minimal compliance-based practices. Developments digital technologies algorithmic epitomized by online labor platforms prompt us reconsider these challenge proposed links between value/uniqueness capital, employment mode that are assumed model. Using insights from platforms, we argue significant benefits firms working contractors, coupled possibilities offered efficiently monitor regulate behavior, provide a compelling reason choose external modes even when workers key creation. We alignment stability relationships model, offer propositions extend reconsidering for, nature of, associated contractors. This reassessment both relevant given growing prominence business models where externalizing central alongside development new forms resource control