Una contribución schumpeteriana a la gestión de la innovación en materia de recursos humanos
In those fi rms where the Human Resources area is not managed by an appointed employee, the entrepreneur (owner) usually hires an administrator to coordinate that innovations when it comes to products, services or processes, and the adoption of new professional roles played by the employees. However...
| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
Universidad Nacional Autónoma de México (UNAM)
2009-01-01
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| Series: | Contaduría y Administración |
| Online Access: | http://www.redalyc.org/articulo.oa?id=39511426007 |
| Summary: | In those fi rms where the Human Resources area is not managed by an appointed employee, the entrepreneur (owner) usually hires an administrator to coordinate that innovations when it comes to products, services or processes, and the adoption of new professional roles played by the employees. However, the duty of this administrator becomes tougher when his or her intervention is based on the settlement of agreements among persons and groups who perceive differently the evolution of the professional roles that allow innovation to fi nally take place. To provide an answer to these questions, in this article we propose an original tool of analysis. |
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| ISSN: | 0186-1042 2448-8410 |