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Breakthrough the Obstacles of Human Resource in Technological Innovation Process of Enterprises

Author: CaiZuo
Tutor: LiLiJun
School: Tianjin University of Science and Technology
Course: Business management
Keywords: Technological Innovation Barriers of Human Resources IT Industry in Tianjin Human Resource Management
CLC: F272.92
Type: Master's thesis
Year: 2011
Downloads: 44
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Abstract

Resource-Based Theory thinks of the heterogeneous resources which enterprises have as a source of competitive advantage. Only through the rational allocation of resources and full utilization make resources heterogeneity, that is difficult to be copied and imitated, and to match the characteristics of enterprise development, enterprises can continue to gain competitive advantage and improve competitiveness. Post-crisis era, technological innovation have become the main way to gain competitive advantage. Technological innovation is the process of effectively integrating human, material, financial and other resources. That is very easy to restrict the development of technological innovation without rational allocation and utilization of these resources. And human resources become the most important resource, as the necessary carrier of the knowledge and technology that innovation needs. Therefore, the obstacles of human resources in the process of technological innovation have increasing become the focus of academic and enterprises.This article from the view of Resource-Based Theory defines technical innovation as:driven by the innovative impulse, enterprises effectively deploy and use the internal and external innovative resources to make them to be new products or new technologies that meet or create market demand, which is a learning process of gaining economic benefits for enterprises. It is for continuously gaining competitiveness and achieving corporate vision as the goal, and to provide endless power support for it. The process of technological innovation can be divided into the process of generating creative impulses, allocating and using resources, converse resource and economization. Furthermore, a variety of professional and skilled human resources that the process of technological innovation requires for can be divided into leadership, knowledge workers, administrative staff and other human resources. Deduced by theory, the human resources barriers in the process of technological innovation mainly come from the above four kinds of human resources and specifically represent:the lack of innovative leadership and execution, team leadership properly, lack of Non-material incentives and team motivation for the knowledge workers, functions of human resource management failing to play its full role, lack of allocation and collaboration of external and internal human resource. The causes of these disorders are directly or indirectly from:the system being not perfect, the lack of cultural, the neglect of structure and development of knowledge. On this basis, through the empirical analysis of IT companies in Tianjin, this article found that, obstacles of human resources are prevalent in the process of technological innovation, and more prominent relatively to other resources. In the four processes of technological innovation, the obstacles of human resources more prominently exist in the process of allocating and using resource, mainly as follows:(1)shortages or waste of human resource;(2) the performance and compensation system being imperfect;(3)degrees of freedom of work being limited;(4)team model being unreasonable;(5) human resources training and development being not enough attention;(6) lack of communication within employees of different levels. And the incentives between knowledge workers and administrative staff are different. Finally, based on the empirical results of IT enterprises in Tianjin, this paper put forward four strategies:construct strategic human resource management system and strengthen human resource management functions; establish a learning organization and enhance work flexibility; establish a system of monitoring and feedback and strengthen the communication and collaboration between human resources; establish an effective incentive system and emphasizing the relevance and effectiveness of incentives, by which breakthrough obstacles the human resources in the process of technological innovation to guide practice.

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