Research In Strategic Human Resource Management Of Innovation Company

Innovation has been vitally important for economy in our country. On the organizational dimension, innovating main power are enterprises; and on the individual dimension, innovating main power are R&D staffs, entrepreneurs and so on. Now it's well known that innovation will be the key for the future economy prosperity. Thousands and millions people pay special attention on how to establish innovating enterprises. Human resources are competitive advantages for enterprise, so do innovation to some extent. The most important thing is how to effectively motive human resources to create innovation around the enterprise, and make this innovation become the enduring competitive advantage for enterprise. The thesis mainly researches innovating enterprise focusing on the theory and practice of strategic human resource management.This thesis is divided into totally eleven chapters. Chapter one mainly introduces the background, meaning, theme, structure, method and contributions of the research. Chapter two discusses the theoretical foundation and characteristics of strategic human resource management (SHRM). Chapter three differentiates the concepts of innovation, creation and invention, analyzes the key factors which influencing innovative behaviors of organization and individuals, and gives the characteristics and deep meanings of innovative enterprise. Chapter four probes the human resources' structure of innovative enterprise. Chapter five analyzes the techniques of developing creativity including analyzing technique and non-analyzing technique based on creativity development theory. At the same time, the application of brain storming is discussed in this chapter. Chapter six divides incentive factors of innovative person into material incentives and nonmaterial incentives, and points out development, achievement and growth are the main incentives of innovative person, especially puts the comprehensive usage of nonmaterial incentives into emphasis. Chapter seven introduces dual ladders mechanism designed exclusively for professionals, and discusses the assessment of the title of a technical post and the system of career development of R&D personnel in innovative enterprise. Chapter eight explains the relationship between enterprise culture model and innovation, and the composition factors and levels of innovative cultures, at last researches the construction of innovative culture in 3M. Chapter nine probes the promotion of performance appraisal to innovation based on the characteristics of innovative performance and appraisal model, and tries to establish the appraisal criteria system of innovative enterprise. Chapter ten carries out empirical research on innovative enterprises in Shenzhen using the method of relation analysis and regression analysis. Chapter eleven summarizes the conclusion and limitations of this research and future research is given.The contributions of this thesis are: first, from the point of SHRM systematically expounding the development and management of enterprise innovation capacity; second, carrying out case study and empirical study which strengthen the theoretical and applicable value of the research.