Flexible HRM Practices in the GIG Economy

This study investigates the dynamic relationship between gig work and Human Resource Management (HRM) practices in Malaysia. Online interviews were conducted with online sellers representing gig workers in Malaysia. Consistent with the status of gig work as a relatively new exposure for people in Malaysia, thematic analysis reveals the unique aspects of gig work, highlighting differences in HRM practices compared to traditional employment models. The study identified five key human resource management (HRM) practices for gig work: recruitment, training, talent management, performance appraisal, and career growth. Employment security, however, was found to be irrelevant in the context of gig work, particularly for online sellers, due to the less formal nature of the employer-employee relationship within online platform settings. The findings suggest that, as gig workers engage with multiple organizations and operate in a freelance capacity, the traditional concept of employment security does not apply to them. Moreover, training and development were critical in enhancing online sellers' skills and performance, contributing to their career growth within the gig economy. This study contributes to understanding the evolving role of HRM practices in response to changing employment dynamics. The study highlights the unique challenges and priorities of managing gig workers. Organizations can adopt more flexible and adaptive HRM practices to engage and retain gig workers effectively in the long term. Fostering a flexible working system could enhance financial sustainability among people in society in the face of unexpected changes in the economic landscape.