RELATIONSHIP BETWEEN STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL INNOVATION WITH RESPECT TO THE ROLE OF ORGANIZATIONAL LEARNING

Abstract

Innovation is a critical enabler for firms to create value and sustain competitive advantage in the increasingly complex and rapidly changing environment. Firms with greater innovativeness will be more successful in responding to changing environments and in
developing new capabilities that allow them to achieve better performance. Innovation initiatives tend to depend heavily on employees’ knowledge, expertise, and commitment as key inputs in the value creation process. Knowledge and competencies of human resource Human resource practices are the primary means by which .are as valuable assets for firms firms can influence and shape the skills, attitudes, and behavior of individuals to do their This study empirically examines the impact of .work and achieve organizational goals strategic human resource practices and organizational learning on organizational innovation in Iran Petrochemical industry. This study used questionnaire for collecting data and uses Structural Equations Model (SEM) which consists of Confirm Factor Analysis and Path Analysis based on Partial Least Square (PLS). The results indicate that strategic human resource practices are positively related to innovation performance and organizational learning positively helps to organizational innovation performance.