Answers are grounded in this paper and cite their sources.
A small questionnaire survey structured along the AMO model (abilities, motivation, and opportunities) and comple mentary interviews were conducted. The results show that the company's HRM has most AMO factors in place, but improvements can be made in crossdepartmental teamwork based on team targets instead of individual tasks; these improvements include more facilitated interactions between teams, less focus on quantitative performance standards, and moreflexible organizational procedures and more employee autonomy. The case study indicates that a contin gency approach is more appropriate than searching for generalizations of the influence of HRM on innovation and that human resource development/organizational development may be more relevant than working with HRM models such as AMO.
No takes yet. Share an insight, caveat, or question.
Nientied et al. (2018) studied this question.
Synapse has enriched 10 related papers. Consider them for comparative context: