When organizations involve in innovation they need creative and innovative

When organizations involve in innovation they need

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business. When organizations involve in innovation, they need creative and innovative people, who are flexible, risk taking, and tolerance of uncertainty and ambiguity (Chen and Huang, 2007). It is important for an organization to adopt supportive HRM practices that can motivate and encourage employees to be creative and innovative (Ling and Nasurdin, 2010). HR have the potential to inspire innovation and creativity in the organizations (Gupta and Singhal, 1993)
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Another useful aspect of this book is the innovative HRM practices (HRM innovation) that are important to foster organizational innovation. Integrating organizational innovation processes with HRM functions and respective practices have significant and positive effects (directly and indirectly) on innovation performance of the organizations. In this process, HRM practices have to play three major roles. In this context, HRM practices should provide: firstly, required inputs for the organizational innovations (input role); secondly, required mechanism to bring innovations in the organizations (materializing role); and thirdly, required mechanism to retain the innovation potential of the organizations (retaining role) the future studies in this line are needed further to explore these identified roles (input role, materializing role and retaining role) of HRM practices on organizational creativity and innovation. Overall, the is an excellent resource that is designed to help employers to seek innovative capacity while hiring employees. ****************************
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  • Fall '19
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