Abstract:
The objective of this review is to explore the theoretical and empirical findings of research work, which
link human resource management (HRM) practices with organisational innovation. Innovation models
demand innovation oriented and focused bundles of HRM practices to develop and sustain innovation
potential and capacity of organisations. Findings of this review reveal that the theoretical and empirical
status of HRM practices on development and retention of innovation potential and capacity of
organizations, and further enhances the existing body of knowledge and the literature on the
relationship between HRM practices and organisational innovation. In addition, this review
demonstrates three key roles of HRM practices on organisational innovation.
