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PROACTIVE HRM FOR REDUCING KNOWLEDGE RISKS — EVALUATING COMMITMENT AND TRUSTWORTHINESS

Heidi Olander and Pia Hurmelinna-Laukkanen ()
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Heidi Olander: Lappeenranta University of Technology, School of Business and Management, P.O. Box 20, FIN-53851 Lappeenranta, Finland
Pia Hurmelinna-Laukkanen: Oulu Business School, University of Oulu, P.O. Box 4600, FIN-90014 Oulu, Finland

International Journal of Innovation Management (ijim), 2015, vol. 19, issue 06, 1-20

Abstract: Although the first look might suggest otherwise, knowledge protection is a complex phenomenon that does not lend itself to easy classification. Discussion easily turns to intellectual property rights (IPRs) such as patents or secrecy, while other aspects such as human resource management (HRM) for knowledge protection is neglected. Yet, innovative firms depend on their knowledgeable employees to generate new innovation, to assist in profiting from them, and maintain the capabilities for later innovative activities. Therefore both reactive and proactive action is needed to mitigate problems with knowledge leaving and leaking. This study addresses the ways in which companies can prepare for knowledge-related risks as early as during employee recruitment. The findings from our case study suggest that somewhat different issues are considered in relation to different types of risks (leaving and leaking), and that while intuition plays a notable role in proactive assessment, a more analytical approach can also be taken.

Keywords: Knowledge protection; employees; knowledge leaking; knowledge leaving; HRM-related mechanisms; proactive; recruitment (search for similar items in EconPapers)
Date: 2015
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