Analyzing the role of human resources and organizational practices to foster open innovation
Matvienko, Valeriia (2016)
Diplomityö
Matvienko, Valeriia
2016
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi-fe2016120530347
https://urn.fi/URN:NBN:fi-fe2016120530347
Tiivistelmä
The objective of this study was to make the first step to cover the gap concerning Human
Resources in open innovation. It responds to the call, gave by the fundamental researchers
and scholars of open innovation paradigm.
This thesis examines the role of Human Resources and organizational practices to foster open
innovation in large organizations. It analyses the current position of Human Resources in
companies with open innovation approach, focuses on challenges of open innovation
implementation and reviews how Human Resources, and organizational practices, can help
to overcome those challenges, as well as it foresees the entire role of Human Resources in
open innovation process.
The theoretical part of the research consists of the literature overview devoted to open
innovation, Human Resource Management and application of Human Resource Management
to open innovation. The qualitative research method has been applied by conducting the indepth
interviews from open innovation practitioners and the inductive data analysis
comparing the findings with the theoretical statements.
The results show ambiguous view on the role of Human Resources in open innovation: it
finds more support from the theoretical perspective than from the practical implication.
Human Resources does not participate in the process of open innovation currently, though,
some organizations have already recognized its necessity to join this process. However, the
organizations face many challenges to implement open innovation and many of them indicate
where Human Resources can be influential and which organizational practices can help to
overcome those barriers. Overall, the role of Human Resources in open innovation is an
emerging process with a prediction of strong impact in the nearest future. However, in order
to be involved in open innovation, Human Resources role has to be reconsidered and become
more innovative itself.
Resources in open innovation. It responds to the call, gave by the fundamental researchers
and scholars of open innovation paradigm.
This thesis examines the role of Human Resources and organizational practices to foster open
innovation in large organizations. It analyses the current position of Human Resources in
companies with open innovation approach, focuses on challenges of open innovation
implementation and reviews how Human Resources, and organizational practices, can help
to overcome those challenges, as well as it foresees the entire role of Human Resources in
open innovation process.
The theoretical part of the research consists of the literature overview devoted to open
innovation, Human Resource Management and application of Human Resource Management
to open innovation. The qualitative research method has been applied by conducting the indepth
interviews from open innovation practitioners and the inductive data analysis
comparing the findings with the theoretical statements.
The results show ambiguous view on the role of Human Resources in open innovation: it
finds more support from the theoretical perspective than from the practical implication.
Human Resources does not participate in the process of open innovation currently, though,
some organizations have already recognized its necessity to join this process. However, the
organizations face many challenges to implement open innovation and many of them indicate
where Human Resources can be influential and which organizational practices can help to
overcome those barriers. Overall, the role of Human Resources in open innovation is an
emerging process with a prediction of strong impact in the nearest future. However, in order
to be involved in open innovation, Human Resources role has to be reconsidered and become
more innovative itself.