Abstract
Innovation is a successful key of enterprise in the new generation, and enterprise creates extraordinary value by keeping innovate. Thurow(1996)pointed that mental industry will be the mainstream, and enterprise capability to innovate and use the mental ability is the key to get the competitive advantage. It means enterprise¡¦s assets shifted from the visible resources to the invisible assets, for example, intellectual capital and human capital. This transformation appears the important of human resource and leads the enterprise to pay attention on human resource management. As the reason, the enterprise¡¦s important issue is how to construct the human resource system for enterprise innovation needs and build the innovative culture.
This study is using the case study approach. The main propose is analyzing the human resource practice of the prize innovation enterprises, how strengthens the organization innovation capability, and assisting the enterprises achieve the goal. This research also want to find the human resource practice to fit the different innovation flied, and conclude the innovative culture for prize innovation enterprises. To this propose, this research conclude the following result by interview material and literary.
1. Organizational innovation capability with different innovation flied for successful enterprise to innovate.
1.1 Successful product innovation depends on organizational market cognition capability, R&D technology capability, and cross-functional integration capability.
1.2 Successful process innovation depends on organizational R&D technology capability.
1.3 Successful marketing innovation depends on organizational market cognition capability and cross-functional integration capability.
1.4 Successful manage innovation depends on organizational cross-functional integration capability and financial capability.
2. Organizational innovative culture for the successful enterprise to innovate.
2.1 The input of innovative culture depends on the enterprise value emphasized, the leader support, and the resources give.
2.2 The process of innovative culture depends on well communication, clear authorization, and the staff to participate in.
2.3 The output of innovative culture depends on organization learning, try and error, and different thinking.
3. Concluding the human resource practice with different innovative flied for enterprises to innovate.
4. Concluding the human resource practice for enterprises to enhance different organizational innovation capability.
5. Proposing ¡§the innovative strategy map¡¨ as a practice guide in human resource practice.
These results provide innovation enterprise not only to enrich organizational innovative culture, but also to enhance the organizational innovation capability for different innovation flied by operating the fit human resource practice. With this fit human resource practice, enterprise can have the biggest innovation achievement in different innovation flied.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0106106-000707 |
| Date | 06 January 2006 |
| Creators | wang, yiwen |
| Contributors | Shyh-Jer Chen, Liang-chih Huang, Jin Feng Uen |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0106106-000707 |
| Rights | unrestricted, Copyright information available at source archive |
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