The Impact of Human Resource Management Practices on Service Innovation: A Case Study of a Multinational HRIS Software Company T
| Autor: | Hsieh, Yi-Ting, 謝伊婷 |
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| Rok vydání: | 2018 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 106 Human Resource Management has developed from traditional personnel management to the trending talent management which focuses more on talent development and retention in the contemporary 21st Century. Also, with the aid of information technology, more and more enterprises are aware of the importance of human resource management and thus start implementing Human Resource Information System (HRIS) to enhance the efficiency of human resource management practices and to create their own competitive advantage. Through literature review, this research collects and discovers that there are many papers indicating the positive relationship between human resource practices and enterprise performance, however still rarely little is literature related to human resource practices and service innovation. This research adopts the six dimensional model of service innovation of den Hertog (2010) as an analysis model and investigate the relationship between different constructs such as human resource management practices, dynamic service innovation capabilities and service innovation. Also, there are papers showing the relationship between human resource practices and service innovation but lack of quantitative cases as advanced empirical illustration. Hence, an HRIS software company T is selected as the study case. The researcher interviews and analyzes the influence of human resource practices through the adoption of HRIS on service innovation of three of customers of company T. In the end, the main conclusions that this research has come up with includes: (1) Conducting human resource practices such as “training and development, performance and compensation and employee engagement” through the adoption of HRIS facilitates the output of service innovation; (2) Conducting human resource practices through the adoption of HRIS facilitates the formation of “dynamic service innovation capabilities” within enterprises; (3) With the adoption of HRIS, there exists mutual relationship between dynamic service innovation capabilities; (4) Conducting human resource practices through the adoption of HRIS might directly or indirectly influence service innovation dimensions through dynamic service innovation capabilities. Based on the above conclusions, four theoretical meanings, three empirical suggestions and further research suggestions are proposed for future researches. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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