Nobody downloaded yet

HRM Practices that affect the Annovation process - Dissertation Example

Comments (0) Cite this document
An Analysis of HRM Practices that Affect the Innovation Process in Partially State-Owned Non-Oil Companies in Developing Countries: The Case of Saudi Arabia Chapter One Introduction to the Study 1. Overview Today’s economic climate is adjusting to globalization, market deregulation, changing consumer and investors’ needs and a perpetually expanding competitive market (Becker & Gerhart, 1996)…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92.2% of users find it useful
HRM Practices that affect the Annovation process
Read TextPreview

Extract of sample "HRM Practices that affect the Annovation process"

Download file to see previous pages For example, a study conducted by Laursen and Foss (2003) of 1,900 Dutch business organizations found that effective HRM practices not only had a positive influence on an organization’s financial performance, but also had a positive influence on a firm’s innovation. Researchers have generally taken two approaches to explaining how HRM practices have a positive influence on an organization’s overall performance: systems and strategic perspectives (Bowen & Ostroff, 2004). The systems approach to researching HRM practices and its link to organizational performance focuses on the impact of the cumulative value of HRM practices. The strategic perspective analyses how individual HRM practices impact firm performance. The underlying concept is the belief that HRM practices are designed to “develop employees’ skills, knowledge and motivation” so that “employees behave in ways that are instrumental to the implementation of a particular strategy” (Bowen & Ostroff, 2004, pp. 203-204). ...
Empirical research in the literature substantiates this assumption. (Joseph & Dai, 2009; Zeidan, 2006). Wang and Zang (2005) conducted a two-part study consisting of field study on HRM practices and its maim compartments among Chinese companies and partnerships and case studies on entrepreneurship frameworks from the perspective of strategic HRM practices. The research findings indicate that there is a positive link between strategic HRM practices and firm innovation (Wang & Zang, 2005). Businesses currently operate in an environment where knowledge continuously changes at a rapid rate. Thus, innovation is crucially important for building and sustaining an organization’s success and as a result, “the human capital of the organization is an issue of increasing importance” (Jorgensen, Becker & Matthews, 2009, p. 451). Essentially, strategic human resource management by definition is directly and indirectly linked to firm innovation. According to Sims (2007) strategic HRM is defined as: ...the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation and flexibility (p. 323). Armstrong (2011) argues that competitiveness in today’s market has placed firms under increasing pressure to adopt innovation as a key business model. Innovation models involve changes that organizations should implement to become and remain competitive and how they may improve organizational performance generally. These changes not only involve people, but also have an impact on people. Employees are engaged in both the planning and implementation phases of organizational change. Thus HRM is critical for perfecting an innovative business model, because HRM is ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“HRM Practices that affect the Annovation process Dissertation”, n.d.)
Retrieved from
(HRM Practices That Affect the Annovation Process Dissertation)
“HRM Practices That Affect the Annovation Process Dissertation”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF HRM Practices that affect the Annovation process

HRM processes and practices in UAE

...? HRM Processes and Practices in UAE HRM Processes and Practices in UAE In order for a business to succeed in a country, it is highly important for the entity managing the business to understand the business environment of the country in its entirety. The entity must ensure that the business is feasible in accordance with the culture of the country and that it would turn out to be profitable. The country that would be analyzed in respect of its business environment and Human Resource Management (HRM) processes and practices in this paper is United Arab Emirates (UAE). UAE has...
6 Pages(1500 words)Essay


...?HRM case study – GS Plumbing in Hot Water Introduction The increase of competition in all industrial sectors, as a result of globalization, has led firms to differentiate their strategies in order to face their rivals. However, often, the control of inter-organizational problems is proved more difficult compared to the handling of the market pressures. An example of this case is the GS Plumbing, a firm operating in the plumbing industry. Despite its rapid growth, the firm has to address a series of critical issues including the low employee performance and the fact that employees leave the firm for competitors. It seems that appropriate HR practices need to be introduced for help the firm to stabilize...
7 Pages(1750 words)Essay


...and work in a global team of professionals Recruitment and Selection Process After the identification of all the needs of the job then the company has to start attractive prospective candidates for the job. This process is known as recruitment and selection. Recruitment and selection have moved far beyond the time when a manager could look over a few resumes, talk to one or two applicants (who were mostly friends of current employees), and make a hiring decision. Using best practices in recruitment and selection adds value to the organization and contributes to the success – including positive financial outcomes – of the company (Nelson, 1997). Recruitment refers to the...
8 Pages(2000 words)Essay


... capacity’ of the organization and the stakeholder’s strategy should be developed. The employees’ behaviors that underline the success of the organization needs to understood and new models are required to be developed. Once the behaviors are appropriately clear, then they can be put into practice in each critical redeployment and redundant process (Bywate & Glenno, 2009). Along with the stakeholders’ perspectives with the feasibility of the proposal, the employees’ perspectives also need to be considered. For the purpose of relocation, the structure needs to be changed in other operational areas where warehouses are present. This requires time and the requirement of workforce in other warehouses in different areas of Australia... shown by...
5 Pages(1250 words)Essay


...of the organisation. Hence, through its HRM practices, Rio Tinto aims to establish the framework which guides the attraction, improvement, engagement and retention of employees while ensuring configuration of its strategic objectives (Rio Tinto 2013). Contribution of HR Functions towards Indigenous Employment Program HR function is often referred as one of the key functions within the organisation that deals with human factor. The HR department of an organisation is assigned with the task of attracting new and potential talents within the organisation in order to seek the best possible efforts from their performances for attaining the organisational goals and objectives. Primarily, the HR functions...
8 Pages(2000 words)Essay

Do cultural differences influence HRM practices

...(Hofstede, 2001). A study indicated that the Chinese and United Kingdom companies had differences in human resource management practices where activities that involved relationships were culture sensitive, for example, reward systems, selection criteria, performance appraisal, and industrial relations (Milikic, 2009). Planning activities were not conceived as culture sensitive. Do cultural differences influence HRM practices? Some of Hofstede`s cultural dimensions used to show the influence of cultural differences on human resource management practices include job analysis, recruitment, selection, human resource planning and career management (Hofstede, 2001). Job...
7 Pages(1750 words)Essay

Influence Of Cultural Differences On HRM Practices

.... Applied Psychology: An International Review, 49(1), 192-221. Friedman, B. A. (2007). Globalization implications for human resource management roles. Employee Responsibilities and Rights Journal, 19(3), 157-171. Hofstede, G. (2001). Culture’s Consequences: Comparing Values, Behaviors, Institutions and Organizations across Nation, 2nd edn. Thousand Oaks, CA: Sage Publications. Milikic, B.B. (2009). The influence of culture on human resource management processes and practices: the propositions for SERBIA. Economic Annals, 181, 93-118. Phua, F.T. (2012). Do national cultural differences affect the nature and characteristics of HRM practices? Evidence from...
4 Pages(1000 words)Research Paper

Do cultural differences influence HRM practices

...environment leading to adverse competition has pushed practitioners into paying more attention, and understanding culture and further integrating it with the HRM practices. Moreover, practitioners have also understood that adapting HRM practices in uncritical manner might be ineffective in other social-cultural environments. To counter such issues, research has been intensified in search of culture models that are most efficient to run concurrently with HRM practice on today’s organizations. Apparently, the model of culture fit mainly revolves around the environment of enterprise and that of socio- cultural aspect that mainly...
8 Pages(2000 words)Research Paper

Domestic and international HRM policies and practices

...and studied as academia (Maybey, 1998). The historical development of SHRM, originated in succession with the paternalist view point, personnel, human relations, industrial relations & personnel management, HRM, SHRM and was succeeded by IHRM (Ryan, 2005; Hall & Hitch, 1939). However, Dickman goes on to state that "it is necessary to go beyond strategy and structure to focus on processes to begin to understand how sophisticated international HRM may contribute to increased efficiency, responsiveness and innovativeness." (2001: 1) Ryan (2005) states that the HRM mantra achieves five key variables these being: flatter structures, cohesive cultures, strong...
12 Pages(3000 words)Essay

Transfer of HRM practices by MNCs

.... A question therefore arises that whether the MNCs can effectively transfer their HRM practices abroad, particularly when the notions that lie beneath these practices do not coincide with the norms, values, and cultures of the host-countries. The U.S. MNCs into the Chinese market have been taken into account in this paper Activities in the HRM The Human Resource function is to a large extent managerial and is shared by all organizations. To variable levels, most corporations have formalized assortment, assessment and payroll processes. Under the HRM practices, it is also important that one administers their approach...
12 Pages(3000 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Dissertation on topic HRM Practices that affect the Annovation process for FREE!

Contact Us