Innovations in human resource practices: measurement development and validation

Abstract

Purpose The purpose of this study is to develop innovations in human resource (InHR) framework in the context of Indian banking industry and further develop a scale for its measurement. Design/methodology/approach A non-response bias test is conducted on a sample of 300 employees, and the assumptions of constant variance, outliers and normality are tested. Further, the InHR scale is validated through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) tests. Findings EFA confirms the existence of five empirically distinct constructs at banking industry in India, and CFA affirms the dependability of the arrived constructs. It is concluded that the InHR framework constructs possess high reliability and validity. Research limitations/implications The authors duly recognize the limitations of survey-based research, the exploratory research design and the use of single method. Practical implications The proposed InHR scale and its constructs are an important input to guide managers and human resources (HR) policymakers to devise strategies for the Indian banking industry. Banks can also benchmark existing HR policies by applying the proposed InHR framework constructs. Social implications The InHR constructs provide academicians and practitioners with a better approach of understanding the InHR practices. Originality/value Despite the significance of Indian banking industry for the socio-economic capital, academic research focusing on this industry’s innovative practices has been limited. This study reveals originality and value by proposing an InHR framework in the context of Indian banking industry which integrates all the major innovative practices. Further a scale has been developed for its measurement.

Technology management for innovation in organizations: an argumentation-based modified TISM approach

“…Therefore, investment in technological infrastructure, R&D activities, skilled workforce and organization's technical capabilities lead to innovations within the organizations (Akinwale et al , 2018). In a rapidly technologically changing environment, an organization must focus on the availability of technically trained people (Agarwal et al , 2017). High technology infrastructure and skilled workforce help an organization to generate new ideas and knowledge for innovation (Hong et al , 2017).…”

“…A highly skilled workforce and talents are needed to transform novel creativity (Im and Workman, 2004) and ideas into innovation. In a rapidly technologically changing environment, it is necessary for an organization to focus on the availability of technically trained people (Agarwal et al , 2017) so that innovations can be internalized. The adoptive knowledge management can facilitate in-depth knowledge and skill development of workforces through training programs (Agarwal et al , 2017; Dave et al , 2019) that could be applied for sustaining innovation within the organizations (Chen and Huang, 2009).…”

“…In a rapidly technologically changing environment, it is necessary for an organization to focus on the availability of technically trained people (Agarwal et al , 2017) so that innovations can be internalized. The adoptive knowledge management can facilitate in-depth knowledge and skill development of workforces through training programs (Agarwal et al , 2017; Dave et al , 2019) that could be applied for sustaining innovation within the organizations (Chen and Huang, 2009). Previous research suggests that good governance (Patanakul and Pinto, 2014) and top management support (Barham et al , 2020; Yusliza et al , 2019) provide an optimal environment for the development of workforce skills and knowledge through effective communication and coordination (Masa'deh et al , 2016).…”

Barriers to technological innovations of SMEs: how to solve them?

“…In addition, they are better able to identify and exploit new technological opportunities that support the firm’s capacity (Goedhuys et al , 2013). In line with the results of Agarwal et al (2017), the SME workforce needs to get training in improving technological innovation. The higher the ability possessed by the workforce, the higher the technological innovation found in a business (Zhang and Lv, 2015).…”

Avaliação de Projetos de Inovação: uma Revisão Sistemática da Literatura

“…Categoria Artigos Proposição de indicadores para mensurar inovação (Cheng, 2012), (Steven et al, 2014, (Clauss, 2017), (Fontana & Musa, 2017) Pesquisas teóricas com revisão de literatura sobre inovação (Hervas-Oliver, 2011), (Wang et al, 2015) Avaliações qualitativas de diferentes perspectivas de projetos de inovação em produtos e serviços (Goh et al, 2013), (Sarpong, & Maclean, 2012), (Bicen, & Johnson, 2015), (Varrichio et al, 2012), (Simplício et al, 2017) Artigos (Khalili, 2017), (Flight et al, quantitativos com estudos de correlação entre clientes, fornecedores, estratégias, processos e recursos com a inovação 2011), (Stanko, & Bonner, 2013), (Chong et al, 2011), (Zehir et al, 2015), (Cordova et al, 2015), (Belkahla, & Triki, 2011), (Agarwal et al, 2017), (Janssen et al, 2016), (Wang, & Horng, 2010), (Singh et al, 2017), (Yamin et al, 1997) Fonte: Elaborado pelos autores (2018).…”