Background. Human resource management practices and functions have gained a more strategic role in today's competitive organizations. Traditional personnel management and human resources management activities are not enough to compete in the challenging envi- ronments. HR departments should become strategic partners of organizations' top manage- ment level teams and be a part of the strategic planning process. All HRM functions should be designed consistent with the strategies and goals of organizations. There should be verti- cal and horizontal consistency among all HR functions and firm's strategies. In order to de- velop the skills of employees and support their innovativeness, HRM functions and practices should be implemented according to the needs of employees. Organizations can gain com- petitive advantage by designing their HRM functions systematically and supporting their employees in being innovative.
Research aims. In this paper, firstly the evolution and importance of strategic HRM are  investigated.  Method. The impact of strategic HRM on innovativeness in organizations is analysed by  a research which was conducted on 48 organizations in various sectors.  Reg findings. A positive relationship between strategic HRM practices and creating innova- tion is found in the analysis and the results are discussed in the conclusion section.
 

Background. Human resource management practices and functions have gained a more strategic role in today's competitive organizations. Traditional personnel management and human resources management activities are not enough to compete in the challenging envi- ronments. HR departments should become strategic partners of organizations' top manage- ment level teams and be a part of the strategic planning process. All HRM functions should be designed consistent with the strategies and goals of organizations. There should be verti- cal and horizontal consistency among all HR functions and firm's strategies. In order to de- velop the skills of employees and support their innovativeness, HRM functions and practices should be implemented according to the needs of employees. Organizations can gain com- petitive advantage by designing their HRM functions systematically and supporting their employees in being innovative.
Research aims. In this paper, firstly the evolution and importance of strategic HRM are  investigated.  Method. The impact of strategic HRM on innovativeness in organizations is analysed by  a research which was conducted on 48 organizations in various sectors.  Reg findings. A positive relationship between strategic HRM practices and creating innova- tion is found in the analysis and the results are discussed in the conclusion section.