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| 2. |
- Altmann, Peter, 1985-, et al.
(författare)
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Sustained innovativeness and human resource management
- 2011
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Ingår i: Research on Technology, Innovation and Marketing Management 2009-2011. - Halmstad : Högskolan i Halmstad. - 9789197507516 ; , s. 21-35
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Innovation is paramount to success. Over time firms must maintain their ability to innovate in order to maintain their competitive edge. In this paper we explore the role human resource management has in nurturing and enhancing the innovative capability of the firm. To explore HRM activities, functions and processes that enhance or impede innovativeness we conducted a literature review. Following this review, 10 propositions have been made that link HRM to both incremental and radical innovativeness respectively. Our results include suggestions for empirical studies to validate our propositions as well as some managerial implications.
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| 3. |
- Chibba, Aron, 1968-, et al.
(författare)
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Förbättring av produktinnovationsprocesser inom ramen för TQM
- 2001
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Ingår i: Forskningssamverkan och nya former av kunskapsbildning. - Halmstad : Högskolan i Halmstad. - 9163125072 ; , s. 249-258
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Konferensbidrag (populärvet., debatt m.m.)abstract
- Forskning inom management och organisation indikerar att innovativa företag är dubbelt så lönsamma som andra företag (Tidd et. al., 1997). Innovationsverksamhet är riskabel och svår att organisera, men sedan 1980-talet har ett flertal modeller presenterats för att organisera innovationsverksamhet. Forskningen inom detta område benämns ibland Innovation management. TQM-konceptet är en managementfilosofi för att förbättra den operationella kvaliten i ett företag och som baseras på de anställdas deltagande, ständiga förbättringar och kundtillfredsställelse.I denna artikel kommer vi att försöka skapa grunden till en kombinerad modell för TQM och innovationsledning som drar nytta av de båda filosofiernas respektive styrkor. Vi kommer också att diskutera hur modellen kan användas och vidareutvecklas av små och medelstora företag i samarbete med högskolan.
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| 4. |
- Davčik, Nebojša St. 1975-, et al.
(författare)
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An exploratory study of brand success : Evidence from the food industry
- 2012
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Ingår i: Journal of International Food & Agribusiness Marketing. - New York : Haworth Press. - 0897-4438 .- 1528-6983. ; 24:1, s. 91-109
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Tidskriftsartikel (refereegranskat)abstract
- Managing a successful brand that is differentiated and consumer oriented can provide a comprehensive competitive advantage. The goal of this research is to identify drivers that influence the brand and to determine which drivers influence the brand more, in order to develop a more effective business strategy. The main question is how the drivers in a proposed model contribute to brand success. An abductive theory approach is adopted and food managers from Italy and Sweden were questioned. The paper explores the enriched-food brands in the Italian and Swedish markets. The measurement scales were constructed using theory combined with suggestions from industry. The authors modeled the eight constructs as nine correlated first-order factors. The model includes seven independent variables (consumer orientation, brand differentiation, brand knowledge, new brand development, values, organization and strategy) and the dependent variable brand success. All variables contain four to six items. The variance-based structural equation modeling approach, using PLS algorithm, have been applied. This study provides insight and empirical evidence on the development and enhancement of brand success. The findings can be employed as more effective brand strategies in a sector that has been under-investigated in academic literature and practice. © 2012 Copyright Taylor and Francis Group, LLC.
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| 5. |
- Engberg, Robert, 1978-, et al.
(författare)
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Barriers in communication of an innovation strategy between strategic and operation level managers
- 2013
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Ingår i: Proceedings of the 20th EurOMA Conference. - Dublin.
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Konferensbidrag (refereegranskat)abstract
- Communication has been identified as the main barrier to strategy implementation. Using communications theory we develop a framework that can be used to understand important dimensions of communication when communicating innovation strategies. By means of a qualitative multi-case study approach, we analyze the strategy content, the communication channels used, and the communication uniformity among managers and relate these dimensions to strategy implementation success factors. We conducted a total of 32 interviews among senior managers in research and product development, HR managers, HR specialists, chief engineers, product managers, project managers, and engineers. We sought to understand how communication of an innovation strategy was performed and further how such communication was interpreted and acted upon. Our findings suggest that the content of the strategy together with the communication channels and the uniformity between managers will affect strategy implementation success. Further our findings suggest that intentional vagueness in strategy content, contrary to expectations, can be fruitful in certain cases.
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| 6. |
- Florén, Henrik, 1972-, et al.
(författare)
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Entrepreneurial orientation and human resource management : effects from HRM practices
- 2016
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Ingår i: Journal of Organizational Effectiveness. - Bingley : Emerald Group Publishing Limited. - 2051-6614 .- 2051-6622. ; 3:2, s. 164-180
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Tidskriftsartikel (refereegranskat)abstract
- PurposeThe purpose of this paper is to explore the relationship between HRM practices and entrepreneurial orientation (EO) in large established firms. More specifically, the purpose is to add to the understanding of the influence of HRM practices on EO.Design/methodology/approachAn e-mail survey was distributed to a sample of Swedish and German manufacturing firms in high-tech and medium high-tech manufacturing industries, and firms in knowledge-intensive services sectors, with more than 250 employees. In total, 810 surveys were distributed, with a response rate of 12.7 per cent. Findings - The results show that an emphasis on entrepreneurial aspects leads to an increased EO only in the case of training and development. A conclusion therefore is that it seems difficult to recruit personnel or to use appraisal and rewards as to create EO on a firm level.Practical implicationsThe study indicates that firms aiming to increase their EO should make sure to emphasize entrepreneurial aspects during staff training and development activities. Originality/value - This empirical study paves the way towards a better understanding of the link between HRM practices and EO. The results should be of interest for both HR professionals and researchers interested in understanding this important relationship.
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| 7. |
- Florén, Henrik, 1972-, et al.
(författare)
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HRM and innovation : themes, contingencies and directions for future research
- 2014
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Ingår i: European Journal of International Management. - Olney : InderScience Publishers. - 1751-6757 .- 1751-6765. ; 8:5, s. 570-577
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Tidskriftsartikel (refereegranskat)abstract
- The purposes of this special issue were to connect Human Resource Management (HRM) research and innovation research and to contribute towards a better understanding of how HRM can be deployed to support organisations in their innovation efforts. In this commentary, we review the results from the five articles in this special issue in general and offer suggestions for future research from these five contributions. We do this by pinpointing a number of themes, contingencies, measurement challenges and ideas on working with other research areas that might be useful in future research on the relationship between HRM and innovation.
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| 8. |
- Halila, Fawzi, et al.
(författare)
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The development and market success of eco-innovations : A comparative study of eco-innovations and “other” innovations in Sweden
- 2011
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Ingår i: European Journal of Innovation Management. - Bradford : MCB University Press. - 1460-1060 .- 1758-7115. ; 14:3, s. 278-302
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Tidskriftsartikel (refereegranskat)abstract
- The study, which compares the success factors for eco-innovations with those factors for other innovations, is intended to improve our understanding of how ecoinnovations achieve market success. A case study design is used. Six eco-innovations cases and six other innovations cases are compared. Data were obtained mainly from interviews with the eco-innovators and the other innovators, written materials about the innovations, and secondary data from an earlier quantitative study. The study shows that there are both similarities and differences in the success factors for the two types of innovations. One similarity is that a network with diverse competences supports successful innovators. However, for eco-innovators the network is used more for solving technological problems. Other innovators use the network to a greater extent for assistance with financing and marketing. In addition, eco-innovators have greater difficulty than other innovators in attracting venture capital for development. The results indicate that an interesting approach for future research would be to take a life-cycle perspective that identifies the factors that influence the further growth and development of eco-innovative firms. The identification of the success factors for eco-innovations’ development may improve their chances of success. Furthermore, the results can help policymakers improve the support system for commercialization of eco-innovations. As a comparative study of success factors for eco-innovations and other innovations, the study presents a new way to identify such factors for eco-innovators.
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| 9. |
- Holzweissig, Kai, et al.
(författare)
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Factors affecting organisational acceptance of formal NPD processes
- 2017
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Ingår i: International Journal of Innovation Management. - London : Imperial College Press. - 1363-9196 .- 1757-5877. ; 21:2
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Tidskriftsartikel (refereegranskat)abstract
- Formal new product development (NPD) processes have become an important tool in NPD management. However, our understanding of what makes formal NPD process implementation successful in terms of acceptance and performance is still limited. This paper contributes to an improved understanding of factors affecting the acceptance and use of formal NPD processes. Our results show that acceptance of formal NPD processes is determined by several factors, such as ease of use, transparency of discourse, continuous improvement, involvement of NPD actors, and the ability to bridge differences in thinking. Furthermore, that acceptance of formal NPD processes affects NPD performance positively. These results draw on data from a survey posted to employees working for nine large manufacturers of commercial vehicles worldwide. The results should encourage managers to consider and enhance the factors affecting acceptance. This could be done through using new media for publication to increase transparency and perceived ease of use of the NPD process. Further acceptance of the formal NPD process is increased if it mirrors an operative reality and if organisational structures for improvement of the process are implemented and inclusive to employees involved in NPD. © 2017 World Scientific Publishing Europe Ltd.
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| 10. |
- Nordin, Leif, 1956-, et al.
(författare)
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Interacción Universidad-Industria: una experiencia de la Universidad de Halmstad, Suecia = University – Industry Interaction: an Experience at the University of Halmstad, Sweden
- 2013
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Ingår i: Universidad-Empresa-Estado: hacia la cultura de la investigación y la innovación. - Bogotá : Editorial Universidad Cooperativa de Colombia. - 9789587600162 ; , s. 45-67
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Bokkapitel (refereegranskat)abstract
- Para aprovechar el conocimiento y obtener una mejor interacción entre los estudiantes, la universidad y las empresas, en la Universidad de Halmstad de Suecia se ha desarrollado durante los últimos treinta años un método que ha permitido obtener importantes resultados. Este método contiene una filosofía y una estructura que proyectan el desarrollo académico de la Universidad, impulsan el aprendizaje de los estudiantes y agregan valor directamente y a largo plazo a las empresas de la región. El método se describe en este capítulo, junto con las reflexiones y los resultados. Las conclusiones están presentadas en relación con el programa, la interacción y el significado de este proceso para los estudiantes y las empresas.
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