Purpose – As the implementation and acceptance of utility analyses are afflicted by several problems, this paper sets out to describe how to circumvent these problems by implementing a new framework for utility analysis. Design/methodology/approach – The HC BRidge™ model, developed by Boudreau and Ramstad, was implemented to determine the utility of assessment centers within a call center company. Findings – The results demonstrate the utility of the assessment centers and the usefulness of the HC BRidge™ model. Research limitations/implications – Future research should clarify under which conditions human resource specialists can communicate effectively and reach an optimal decision within the HC BRidge™ model of utility analysis. Practical implications – It is highlighted how human resource experts can assist in using utility analyses (as a component of HR strategy) for decision‐making processes concerning limited organizational resources. Originality/value – To demonstrate the usefulness and value of the HC BRidge™ model for both researchers and practitioners.
Journal of Human Resource Costing & Accounting – Emerald Publishing
Published: Jan 1, 2005
Keywords: Human resource management; Selection; Call centres; Germany