The Impact of the Choice of Innovation Policy on the Personnel Management Strategy

The current dynamics of technological development, characterized by accelerating digitalization, the proliferation of hybrid production systems, and increased competition in global markets, presents fundamentally new challenges for the innovation policies of organizations. Simultaneously, the composition of human capital is evolving, with a growing need to integrate traditional professional skills with abilities to work in high-technology and robotic environments. Under these circumstances, the coherence of innovation policies and personnel management approaches becomes a crucial factor in ensuring longterm organizational competitiveness. To this end, the aim of this study is to examine contemporary types of innovation strategies, as well as to identify critical features of human resources management tactics in the implementation of relevant innovation policies. Among the identified types of innovation policies, the following can be considered: classical innovation policies based on the Schumpeterian theory of innovation development, modern theoretical approaches underpinning hybrid production innovation policies, and the basic characteristics of an updated theoretical model for an evolutionary incremental innovation policy. To analyze innovation policies based on hybrid production ideas, a simulation model has been developed to examine the dynamics of interdependence between material costs for implementing hybrid technology and investments in human resource development within an organization in order to improve the efficiency of adopting a new technical system. The need to optimize the costs associated with implementing hybrid production in order to strike a balance between investments in material inputs and investments in organizational human capital has been justified. With regard to the current model of innovation policy, which focuses on incremental innovation, the advantages and potential drawbacks are analyzed. This approach may lead to an overemphasis on the evolution of existing technologies and a potential underestimation of radical innovations that could significantly impact the industry. In terms of human resource management, positive examples are presented of the establishment of robotics production centers, which could reduce the financial burden associated with organizations training specialists for unique professions related to robotics. Attention is drawn to the emergence of new professions and the importance of implementing novel staff development strategies to support these emerging roles.
Therefore, the development of a human resources management strategy cannot be divorced from the specific type of innovation approach adopted by each individual company.

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