Innovation in Human Resource Management
Human Resource Management (HRM) deals a lot with matters relating to the employees. In light of the above, the attitude of the employees with respect to innovative changes in HRM is an integral aspect to worth considering while bringing establishing and developing innovative HRM changes (Voermans & Veldhoven, 2007). As illustrated in the study by Voermans and Veldhoven, the desire and need for innovativeness in the workplaces comes as the need for efficiency and effectiveness in the workplace rises. Since it is the old employees who use the innovative new ideas, their attitude matters a lot for the purpose of succeeding.
One important feature worth considering in HRM Innovations is the aspect of development they bring forth to an organization (Kor & Maden, 2013). Knowledge management is a key feature of business organizations that closely influences innovativeness. With respect to HRM, there should be a connection between an organization’s knowledge management processes and the types of innovation in the HRM department. However, the above connection is not the only one existing between innovation processes and Human Resource Management. There is also an outstanding connection linking organizational competitiveness with human resource development goals. It is through the above connection that developmental gaps arise, paving a way for innovative ideas established to fill the gaps up (Cooke, 2013).
However, HRM requirements in various environments differ with the specific conditions in different environments. In light of the above, the degree of innovativeness also differs from place to place. As a result, the specifics of innovative changes in HRM cannot be universally similar throughout every industrial sector or country. For the best understanding in the field of innovativeness in HRM, a specific research per industry would be the best way to foster optimal understanding.
Burcu Kör, Ceyda Maden. (2013). The Relationship between Knowledge Management and Innovation in Turkish Service and High-Tech Firms. International Journal of Business and Social Science. 4 (4). pp. 293-304
Fang Lee Cooke. (2013). Human Resource Development and Innovation in China. Emerald Group Publishing Limited. 4 (2). pp. 144-150.
- Voermans M. van Veldhoven. (2007). Attitude towards E-HRM: an empirical study at Philips. Emerald Group Publishing Limited. 36 (6). pp. 887-902. DOI 10.1108/0048348071082241
Before you go, you are invited to support a noble cause on IndieGoGo: