Strategic human resource management and competitive advantage Innovation and ambidexterity

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 ANSWER ALL OF PART B ALONE. ATTACHED ARE PART OF PART A TO HELP AS A GUIDE ON THE COMPANIES PICK.

A.) Pick two companies (in a new industry) and compare their HR practices. How well do the companies’ HR systems match their strategies? (It’s a good idea to describe the firms’ strategies briefly.) 

B.) a.Do these companies engage primarily in incremental innovation, radical innovation, or a combination of the two? 

b.What processes do these companies employ to innovate? How do the HR practices in these companies support (or impede) innovation? 

c.Are these companies ambidextrous? Please explain.

d.Based on your analysis above, which of these two companies do you expect to be the better performer? Why?

C.) Please perform the frontier analysis for these two companies and other two rivals from the same industry for the period 2014-2016. Were your performance predictions confirmed? Why/why not?

HELPFUL ARTICLES FOR ASSISTANCE.

   Pfeffer “Producing Sustainable Competitive Advantage through the Effective Management of People” 1995  Youndt, Snell, Dean, & Lepak 1996 “Human Resource Management, Manufacturing Strategy, and Firm Performance” Collins & Smith 2006 “KNOWLEDGE EXCHANGE AND COMBINATION: THE ROLE OF HUMAN RESOURCE PRACTICES IN THE PERFORMANCE OF HIGH-TECHNOLOGY FIRMS” O’Reilly & Tushman 2003 “The ambidextrous organization” Alegre, Sengupta, & Lapiedre 2011 “Knowledge management and innovation performance in a high-tech SMEs industry” Andriopoulos & Lewis 2010 “Managing Innovation Paradoxes: Ambidexterity Lessons from Leading Product Design Companies”

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