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The Contribution of HRM Practices to Firm Innovativeness: a Structured Literature Review

Willems, P. (2015) The Contribution of HRM Practices to Firm Innovativeness: a Structured Literature Review.

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Abstract:In order to keep up with increasing competition, companies have to express innovative capability. Since people are among a company’s valuable resources, HRM can make a serious contribution in achieving innovativeness. This research addresses the effect of HRM practices on firm innovativeness. By means of a structured literature review we try to find and explore all effects that HRM practices have on different forms of innovativeness and categorize these effects on the basis of the research of Laursen and Foss (2003). A total of 47 publications have been thoroughly analyzed on different HRM practices and their effects on product, process and firm innovativeness. From all HRM practices studied, training and performance-related pay contribute the most on firm innovativeness. Besides the HRM practices described by Laursen and Foss (2003), we found two other practices influencing firm innovativeness. Recruitment has a positive effect on firm innovativeness and can therefore be considered as an important practice in a HRM policy fostering innovativeness. We also found type of contract as an important factor in the HRM and firm innovativeness link; consulting/contracting firms indicated a positive influence on firm innovativeness, short-term hires showed a negative impact on firm innovativeness.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
Link to this item:https://purl.utwente.nl/essays/67658
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