1. SUN Bo Jiaying College HRM ’ s New Path: Innovation-oriented The Seventh Wuhan International Conference on E-Business May 31-June 1, 2008 Wuhan, P. R. China

2. Ⅰ. Introduction  1. Innovation  2. HRM

3. Introduction Innovation research Different aspects Schumpeter Druck Wiig Durkheim How to use innovation theory to guide enterprise's HRM still proves to be insufficient

4. Introduction HRM research  Different styles are flourishing  New styles or new methods of HRM innovation do emerge  Two problems ？ First, such innovation thoughts are mostly scattered in HRM’s branches ？ Second, the degree of some thoughts’ combination with enterprises’ innovation practice is still under question

5. Ⅱ.HRM INNOVATION-ORIENTED: THE SIGNIFICANT TREND  1. Business administration is experiencing the new transformation  2. Achievements of management innovation are also gradually changed  3. Era of knowledge economy requires alteration of management mode over intellectual employees.  4. The classical HRM theory still needs to be enriched & substantiated in practice.  5. To cut in from angle of innovation and explore HRM’s support to it

6. Ⅲ.FRAME AND AIM OF HRM INNOVATION-ORIENTED  According to the above guiding thought and characteristics of HRM  Plus practice experiences  The author produces an original model

7. Frame Organizational structure Innovation’s mechanism Static tactics Dynamic tactics Compensation & protection Training & development Recommende d technique External utilization Internal interaction

8. Aim  Focus of the discussion is how to propel enterprise's various innovations While HRM innovation is only a small part of it To innovate How to innovate

9. Ⅳ. DIMENSIONALITY & TECHNICAL ROUTINE  DIMENSIONALITY TECHNICAL ROUTINE

10. Research dimension  (1) Static & dynamic aspects  (2) Organizational structure  (3) Internal & external aspects  (4) HRM’s other domains  (5) Technical aspect

11. Technical routine  A kind of systematic viewpoint and technique  Whose thought macroscopically links relations between each subsystem  And microscopically makes each part independently self-contained

12. Ⅴ. RESEARCH STRATEGY & METHODOLOGY  1. Research strategy  Innovation and management  Theory & practice  Practice & problems  2. Research methods  Determined by specific branch’s characteristics, individual advantages and environment restraints

13. Ⅵ. POSSIBLE PROBLEMS & COUNTERMEASURES  Innovation is all around everywhere.  But how could we get hold of it?  It’s easier said than done!  Scientific research itself demands freedom from existed achievements.  Must make some breakthrough while inheriting classical theories

14. Ⅶ. POSSIBLE BREAKTHROUGHS & INNOVATIONS  1. Matching & combination of dual theories  2. How to utilize classical HRM thought to tune with enterprises’ footstep of innovation

15. Ⅷ. CONCLUSIONS  1. A model of HRM innovation-oriented  2. To develop discussion on HRM from angle of innovation and to put forward HRM innovation-oriented  3. The so-called ‘innovative innovation’ is the very new administration thought expected

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