HRM Practices in Knowledge Management in Innovative Enterprises
Resumen
Purpose – The aim of the study was to identify HRM practices in the area of knowledge management applied in Polish innovative enterprises and their relationship with the enterprises’ innovation.
Design/Methodology/Approach – The paper presents results of a study covering innovative enterprises operating in Poland. The questionnaire study was conducted among managers responsible for HRM in the enterprises.
Findings – The following aspects were supported among HRM practices regarding knowledge management in the studied companies: employees’ creativity, work groups and project teams. Relationships were identified between specific HRM practices in knowledge management and creative, talented workers and management cadre constituting internal sources of innovation, effectiveness of innovation process phases, and the scale of novelty of implemented innovations.
Research limitations/implications – The weakness of the presented studies can be observed in sampling. The sample encompassed businesses manifesting various scopes of implemented innovations (from global to organization innovation) and representing various industries.
Practical implications – The findings of this study may be used by companies interested in implementing innovations in the organization. Results of the study indicate that the more innovations in knowledge management were implemented, the greater the number of these originated internally, the innovative process took a more effective course, and the scope of innovations was broader.
Originality/value – The study applied an original set of HRM practices and a multi-dimensional approach to organizations’ innovation. The assessment of the degree to which HRM practices in knowledge management are applied in innovative businesses is also valuable.
Article type – Research paper.
Palabras clave
Texto completo:
PDF (English)Referencias
Arvanitis, S., Loukis, E.N., Diamantopoulou, V. (2013). Are ICT, workplace organization and human capital relevant for innovation? A comparative study based on Swiss and Greek micro data. KOF Working Papers, no. 333.
Bendkowski, J. (2016). Jednostkowe korzyści z uczestnictwa w nieformalnych sieciach wiedzy [Individual benefits from participation in informal knowledge networks]. Organizacja i Zarządzanie, nr 89.
Czubasiewicz, H. (2009). Pracownicy wiedzy jako wyzwanie dla zarządzania zasobami ludzkimi [Knowledge workers as a challenge for human resources management]. In: A. Potocki (Ed.), Przeobrażenia i zmiany w organizacjach w warunkach globalizacji [Transformations and changes in organizations in the conditions of globalization], Difin, Warszawa.
Edgar, F., Gearem, A. (2014). An employee-centred analysis: Professionals’ experiences and reactions to HRM. International Journal of Human Resource Management, no. 25(5), p. 674.
Gruszczyńska-Malec, G., Steinerowska, S. (2012). Twórczy potencjał w organizacji – wyzwania i bariery jego rozwoju [Creative potential in the organization - challenges and barriers to its development]. In: P. Wachowiak (Ed.), Człowiek w organizacji. Teoria i praktyka [Man in organization. Theory and practice], Oficyna Wydawnicza SGH, Warszawa.
Królak-Wyszyńska, K., Rudolf, T. (2010). Miliony z pomysłów, czyli jak zdobyć dodatkowe przychody dzięki zarządzaniu pomysłami [Millions of ideas, or how to earn additional revenue thanks to idea management]. e-mentor, nr 2(34).
Li, Q., Maggitti, P.G., Smith, K.G.,. Tesluk, P.E. Katila, R. (2013). Top management attention to innovation: The role of search selection and intensity in new product introductions. Academy of Management Journal, vol. 56, no. 3, p. 893.
Maney, K., Hamm, S., O’Brien, J.M. (2011). Making the world work better. The ideas that shaped a century and a company, IBM Press-Pearson plc..
Meister, J.C., Willyerd, K. (2010). The 2020 workplace. How innovative companies attract, develop, and keep tomorrow’s employees today, Harper Business.
Michna, A., Męczyńska, A., Kmieciak, R. (2011). Wybrane czynniki wpływające na poziom innowacyjności organizacji [Selected factors affecting the level of organization’s innovativeness]. Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu, nr 218.
Monks, K., Kelly, G., Conway, E., Flood, P. (2013). Understanding how HR systems work: The role of HR philosophy and HR processes. Human Resources Management Journal, vol. 23, no. 4.
Petroni, G., Venturini, K., Verbano, C. (2012). Open innovation and new issues in R&D organization and personnel management. International Journal of Human Resource Management, no. 23 (1), p. 170.
Pietroń-Pyszczek, A., Sudnik-Hryniewicz, K. (2014). Udział służb personalnych w kształtowaniu potencjału innowacyjnego organizacji. Analiza przypadku [Participation of personnel services in shaping the innovative potential of the organization. Case analysis]. Studia Ekonomiczne Uniwersytetu Ekonomicznego w Katowicach, nr 183.
Podręcznik Oslo. Zasady gromadzenia i interpretacji danych dotyczących innowacji [Oslo Manual: Guidelines for Collecting and Interpreting Innovation Data], 3rd ed., OECD (2006). Eurostat, Ministerstwo Nauki i Szkolnictwa Wyższego, Departament Strategii i Rozwoju Nauki, Warszawa.
Prahalad, C.K., Krishnan, M.S. (2010). Nowa era innowacji [A New Era of Innovation], Wydawnictwo Profesjonalne PWN, Warszawa.
Rakowska, A., Sitko-Lutek, A. (2016). Kluczowe kompetencje pracowników przyszłości w opinii ekspertów międzynarodowych – wyniki badań [Key competences of future employees in the opinion of international experts – research results]. Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu, nr 429.
Sonenshein, S. (2014). How organizations foster the creative use of resources. Academy of Management Journal, vol. 57, no. 3, pp. 814–848.
Stachowicz-Stanusch, A. (2007). Potęga wartości. Jak zbudować nieśmiertelną firmę [The power of value. How to build an immortal company], Helion, Gliwice.
Stankiewicz, J., Moczulska, M. (2016). Zachowania pracowników sprzyjające innowacyjności organizacji w świetle badań [Employee behavior that favors the organization’s innovation in the light of research]. Przegląd Organizacji, nr 2.
Staniewski, M. (2010). Innowacyjność w zarządzaniu zasobami ludzkimi [Innovations in human resource management]. In: R. Nowacki (Ed.), Innowacyjność w zarządzaniu a konkurencyjność przedsiębiorstwa [Innovativeness in management and competitiveness of enterprise], Difin, Warszawa.
Stone, D.L., Deadrick, D.L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, no. 25, p. 140.
Szelągowska-Rudzka, K.I. (2016). Partycypacja bezpośrednia pracowników a innowacje i innowacyjność organizacji [Employee direct participation, innovations and innovativeness of the organisation]. Przegląd Organizacji, nr 5.
Wojnicka-Sycz, E. (2013). Narzędzia ICT wspierające proces innowacyjny [ICT tools supporting the innovation process]. Zarządzanie i Finanse, nr 4, cz. 1, pp. 411–412.
Wright, P.M., Nishii, L.H. (2013). Strategic HRM and organizational behaviour: Integrating multiple levels of analysis. In: D. Guest, J. Paauwe, P. Wright (eds.), Human Resource Management and Performance: Progress and Prospects, Wiley-Blackwell, Oxford.
Zhang, X.,. Bartol, K.M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, vol. 53, no. 1, pp. 107–128.
Zoghi, C., Mohr, R., Meyer, P. (2010). Workplace organization and innovation. Canadian Journal of Economics-Revue Canadienne De Economique, no. 43(2).
DOI: http://dx.doi.org/10.17951/ijsr.2017.0.6.113
Date of publication: 2018-04-25 11:09:21
Date of submission: 2018-02-12 21:37:42
Estadísticas
Indicadores
Enlaces refback
- No hay ningún enlace refback.
Copyright (c) 2018 Aneta Karasek
![Licencia de Creative Commons](https://i.creativecommons.org/l/by/4.0/88x31.png)
Este obra está bajo una licencia de Creative Commons Reconocimiento 4.0 Internacional.