2949775261

A. Mcsjasz-Lcch, B. Skowcon-Grabowska

Strategie Detemiinants of Humań Resources Management in Businesses

The chances of resistance development are diverse. The individual features of an employee, his/her competencies, satisfaction with present work conditions, group integration and potential level of interest threat in the employee team, may be considered as basie detenninants.

Therefore, it is important to, while iinplementing innovation-based change. point to the benefits that are available for the employees and managing staff to achieve. Convincing the tearns about the advisability of change in the above aspect constitutes a gnarantee of achieving positive results by a given organization and indiyidual employees.¹

Figurę 3

Indiyidual and organizational reasons for resistance to change Source: Own work based on: [9, 10, 11]

The achievement of positive results in the area of employee innovation reąuires responsibility of organizational units for human resources management. The development of pro-innovation strategy and reward strategy is cmcial in a company [12]. In such a situation, strategie goals support knowledge management in businesses, especially in the area of propagation and application of the selected and implemented innoyation Solutions [13].

199

1

Detailed analysis and assessment of the implications of change implementation in organization can be found in [8].