Innovating Organisations and Hrm: A Conceptual Framework**
Management Revue › Band 15 Nr. 3, Juli 2004
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Innovating Organisations and Hrm: A Conceptual Framework**
Introduction
Innovations are becoming more and more important as a safeguard for the continuity of organisations (Bolwijn/Kumpe 1990). Organisations that do not innovate run a large risk to become obsolete and to demise in the end. They have to be innovative in at least three domains: new product development (product innovation), new technologies in their transformational processes (process innovation) and new organisational forms and management practices (organisational innovation). However, if we look at the way organisations innovate, it is more and more accepted that management practices, especially in the field of human resource management (HRM), have a large impact on innovation processes too. Several HR-practices have been developed over the last decades that contribute to the innovative capacity of organisations. In literature, up to now little systematic attention has been given to their role in innovation. Much has been written about both concepts (innovation and HRM) separately, but for the combination of the two no conceptual framework is available. So the important thing we try to do here is to develop such a framework. We will do this in three steps. The first step will be the presentation of a general framework for innovation studies. Within the context of this general framework, we then present a more specific fra...Siehe den Gesamtinhalt dieses Dokumentes
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