Convenience

party? Should they have the same access to such employee benefits as counseling
services and child care? There are no right or wrong answers to such questions.
Managers must understand that they need to develop a strategy for integrating
contingent workers according to some sound logic and then follow that strategy consistently
over time.
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250
Part 3:
Organizing
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Indeed, this last point has become part of a legal battleground in recent years as some
workers hired under the rubric of contingent workers have subsequently argued that this
has been a title in name only, and that their employers use this title to discriminate
against them in various ways. For instance, FedEx relies on over 13,000 “contract” dri-
vers. These individuals wear FedEx uniforms, drive FedEx trucks, and must follow FedEx
rules and procedures. However, because the firm has hired them under a different employ-
ment agreement than its “regular” employees, it does not provide them with benefits. Some
of those individuals are currently suing FedEx on the grounds that, for all practical
purposes, they are employees and should enjoy the same benefits as other drivers.
51
SUMMARY OF LEARNING OUTCOMES AND KEY POINTS
1.
Describe the environmental context of HRM,
including its strategic importance and its rela-
tionship with legal and social factors.
• HRM is concerned with attracting, developing,
and maintaining the human resources that an
organization needs.
• Its environmental context consists of its strate-
gic importance and the legal and social envir-
onments that affect HRM.
2.
Discuss how organizations attract human
resources, including human resource planning,
recruiting, and selecting.
• Attracting human resources is an important