Evaluate Innovation Competency Factors on Microsoft Taiwan-Innovation in Process, Organization and Technology (IPOT)

曾德倫(Deh-Lun Tzeng)

指導教授 ： 施正屏

國立臺灣師範大學/科技學院/國際人力教育與發展研究所/碩士(2009年)

摘要

無資料

關鍵字

人力資源管理 ； 創新能力 ； 創新策略

並列摘要

Innovative human resources (HR) have already become the most precious asset in the era of knowledge economy and the major sources of competitive advantage for maximizing profits. Meanwhile, in the era of globalization, recruiting the best human resources capital worldwide has already become the essential mean for enhancing firm’s innovation competency and profit maximization. However, how firms’ innovation competency can be impact by human resources has seldom been studied. Based on van der Panne’s framework, this study replaced the product-related factors with human-related factors. The IPOT model was developed by Shih & Tzeng.
The empirical results showed three major important findings. First, most of the factors in the framework had positive influential power over a firm’s innovation competency to produce successful products or services. Major findings showed that, first, in order to improve the innovation competency, Microsoft Taiwan should recruit young and local employees to avoid from the group thinking problem. Good internal communication was very important for improving Microsoft Taiwan’s innovation competency. Second, Microsoft Taiwan should provide good internal communication channels and opportunities for its department managers. Third, compared with other companies, Microsoft Taiwan went through rigorous risk management; hence, it reduced the cost of project failure and achieved its innovation competency. Forth, the human resource department should emphasize more on the job content and profession fitness for employees. By fulfilling employees’ expectation for the job content, their willingness to cooperate in team was also improved. Fifth, factors that reinforce the market leadership of Microsoft Taiwan and to its successful innovation competency were: market research, quick response to the market change, and on time services.

並列關鍵字

human resource management ； innovation competency ； innovation strategy

參考文獻

Amabile, T. M., Conti R., Coon H., Lazenby J. & Herron M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154–1184.

Bontis, N. (1998). Intellectual capital: An exploratory study that develops measures and models. Management Decision, 36(2), 63-76.

Calantonea R. J., Cavusgil S. T. & Zhaob Y. (2001). Learning orientation, firm innovation capability, and firm performance. Industrial Marketing Management, 31(6), 515– 524.

Curtis, J. S. (1997). Human capital and metropolitan employment growth. Journal of Urban Econoomics, 43, 223-43.

Damanpour, F. (1991). Organizational innovation: a meta-analysis of effects of determinants and moderates. Academy of Management Journal, 34(3), 555-590.