Innovative Trends in Human Resources Management

Bilevičienė, Tatjana; Bilevičiūtė, Eglė; Paražinskaitė, Gintarė

doi:10.14254/2071-789x.2015/8-4/7

Cited by 12 publications

(6 citation statements)

References 20 publications

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“…Automation of business processes in the field of human resources and information management are becoming important factors in the effectiveness of the organization and the initiation of innovative processes. This was pointed out by Bilevičienė et al (2015). Additionally, researchers find that employee retention increases the organization's ability to innovate (Papa et al, 2020).…”

Section: Innovation-driven Hrmp: Organizational Levelmentioning

confidence: 96%

Innovation-driven human resource management practices: A systematic review, integrative framework, and future research directions

Lenart-Gansiniec¹,

Sypniewska²,

Chen³

2023

JEMI

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PURPOSE: It is increasingly emphasized that human resource management practices (HRMP), which refer to recruiting and selection, training and development, compensation and performance appraisal, are of great importance for creating innovation. However, the COVID-19 pandemic has shown that traditional HRMPs are already insufficient, which entails the need to rethink and reformulate them in the direction of more effective innovation while also allowing organizations to survive COVID-19-like crises. While there is an extensive literature on human resources management and innovation, there is still no consensus on innovation-driven HRMP. This study aims to identify and synthesize most significant and trustworthy research contributions of innovation-driven HRMP. In addition, to facilitate theory building in the field of HRMP, this article consolidates the existing knowledge into an integrative framework. This framework can be used by future researchers to identify gaps and ambiguities in the meaning of innovation-driven HRMP. METHODOLOGY: The article presents the results of a systematic literature review of 71 empirical research articles referring to innovation-driven HRMP from the Web of Science and Scopus databases. FINDINGS: The systematic literature review allowed us to identify innovation-driven HRMP, taking into account three levels of analysis: individual, group and organizational, with the latter level of analysis being dominant in previous publications. Recognition of innovation-driven HRMP, taking into account the levels in question, is included in an integrative framework, which is the theoretical basis for guiding future research. Our results confirmed the growing trend in the number of publications on the subject since 2010. Most researchers used a quantitative approach. Based on the first author’s affiliation, authors from Great Britain contributed the largest number of publications. Articles are published in various journals, but mainly in those on human resources management. The research took into account a variety of organizational contexts, predominantly in dynamic and complex industries. Our findings show that the current state of research on innovation-driven HRMP confirms the need for further research in this area. Based on this, we provided thematic gaps and potential questions for future research divided into three levels of innovation-driven HRMP. IMPLICATIONS: Our systematic literature review allowed us to propose implications for future researchers planning to conduct research in the field of innovation-driven HRMP. ORIGINALITY AND VALUE: Our systematic literature review focuses on identifying innovation-driven HRMP along with determining the current state of knowledge and future research directions in this area. In addition, we developed an integrative framework that aims at organizing existing literature but also at identifying promising future research directions into innovation-driven HRMP.

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Section: Innovation-driven Hrmp: Organizational Levelmentioning

confidence: 96%

Innovation-driven human resource management practices: A systematic review, integrative framework, and future research directions

Lenart-Gansiniec¹,

Sypniewska²,

Chen³

2023

JEMI

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“…Moreover, empirical studies confirmed that external elements have a considerable impact on the success of technology adaptation. In the word of (Bileviciene, Bileviciute, & Parazinskaite, 2015) mentioned, they found the purposeful cycle of development of cybernetics leads to useful information technology. According to Bangladesh's research, the firm's structure, technology, and operating context are significant to the success of HRIS adaptation (Taylor & Francis, 2017) pointed out that firms are now shifting to effective HR services through the notion of e-HRM.…”

Section: Network Externalitiesmentioning

confidence: 99%

Elements influencing the success of Human Resource Information System

Dissanayake

Nandasena

2020

AMOR

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Purpose: Due to the upgrade of technology, it has swapped the methods of controlling human beings in companies. In this context, finding the elements influencing the success of the HRIS in ABC manufacturing (Pvt) Ltd was the current research motive. Research methodology: The study design was deductive and quantitative. Moreover, primary data with Scale questionnaire was utilized for data gathering. 30 executives were selected in ABC manufacturing (Pvt) Ltd have directly dealt with the HRI System. Further, data analysis did through regression analysis. Results: The results confirmed that the success of HRIS was significantly impacted by the internal environmental elements and the external environmental elements. Also, found that internal environmental factors have the highest influence on the success of HRIS compared with the rest. Limitations: The respondents chosen for the study were 30 in one single company. Instead, the researcher selected two determinants only. Contribution: The researcher is motivated through this study because electronic, personal applications are now highly concern in local companies. The research findings can apply to organizations in third-world profiles to boost their HRI systems' efficacy. Keywords: Human Resource Information System (HRIS), Internal environmental elements, External environmental elements

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“…It is also worth noting that Drucker regarded innovation development as the transformation of market changes into new opportunities by entrepreneurs. According to the socio-psychological theory of innovation development by H. Barnett, E. Witte, E. Denison, the main factor of economic development is highly skilled workforce that generates new knowledge (Kolodiychuk, 2012;Bilevičienė et al, 2015).…”

Section: Literature Reviewmentioning

confidence: 99%