The objective of this article is to present research devoted to the relationships between HR practices and productivity (understood as behavior and results) of employees in the KIBS sector (knowledge intensive business services sector). The operations of companies in this sector are based on the application of expert knowledge to create services satisfying the needs of personalized clients. Because companies from the KIBS sector are immensely important to the development of the economy (mainly in the context of their high potential for innovation), identification of the key factors that allow them to give fine performance is a significant theoretical and practical issue. A major role in this respect is played by the human resources management system – chiefly because KIBS companies gain competitive advantage though employees’ knowledge. As part of research with a quantitative approach (serving to test hypotheses) and a qualitative approach (allowing exploration), the human resources management system has been described as the key – from the point of view of desired behaviors and results – HR practice identified. Based on the study that has been conducted, which examined employees who had expert knowledge and created personalized services for clients, it has been concluded that the HR practices that most fully account for the productivity of employees are work design and job characteristics and empowerment, participation, and autonomy. Within the framework of qualitative research carried out in participation with HR managers of knowledge-intensive service firms, the character of individual high performance HR practices and the prominent role of managers and HR experts in supporting performance on individual and organizational levels has been indicated.

中文翻译：

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寻找关键的人力资源实践以提高 KIBS 部门员工的生产力

本文的目的是对 KIBS 部门（知识密集型商业服务部门）中员工的人力资源实践与生产力（理解为行为​​和结果）之间的关系进行研究。该领域公司的运营基于专业知识的应用，以创造满足个性化客户需求的服务。由于 KIBS 部门的公司对经济发展非常重要（主要是因为它们具有很高的创新潜力），因此确定使它们能够提供良好业绩的关键因素是一个重要的理论和实践问题。人力资源管理系统在这方面发挥了重要作用——主要是因为 KIBS 公司通过员工的知识获得竞争优势。作为定量方法（用于检验假设）和定性方法（允许探索）的研究的一部分，人力资源管理系统被描述为关键——从期望的行为和结果的角度来看——人力资源实践。根据已经进行的研究，该研究检查了拥有专业知识并为客户提供个性化服务的员工，得出的结论是，最充分考虑员工生产力的人力资源实践是工作设计和工作特征以及授权、参与，和自治。在与知识密集型服务公司的人力资源经理一起进行的定性研究框架内，