This document discusses how perspectives from service science and service-dominant logic can impact core concepts of human resource management. It presents new perspectives that view employees as intrinsic resources that can apply themselves through mutual agreements. This implies redesigning the relationship between organizations and human workers through co-creative models and institutional arrangements. It also discusses human resources taking on the role of steward that shapes new forms of cooperation and facilitates organizational change. The document concludes that applying these new perspectives would position human resources as a steward unifying interests of employees, organizations, and society through fundamental redesign of jobs and work operations.

1. HR-Management: Impacts from Service (eco) Systems
Markus Warg
Institut für Service Design,
Hamburg, Germany
www.ifsd.hamburg
Markus Frosch
Founder Projekt 3T
www.projekt-3t.com
Maren Lange
Fresenius–University of Applied
Sciences, Hamburg, Germany
www.maren-lange.de

2. Agenda
HR-Management: Impacts from Service (eco) Systems
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Need for a New Understanding of Human Resources and Human Resource Management
Impacts from Service (eco) Systems
Implications for Practical HR Management
Findings and Outlook
Research question and Methodology
04 New Perspectives for HR Management

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Research question Methodology
What impacts result for the core
concepts of human resources
management from the
adaptation of the perspectives of
service science and service-
dominant logic?
We apply the research methodology of a conceptual paper for bridging
existing theories and broaden the scope of thinking.
Starting point of this paper is the problemizing of the domain theory of
hr management.
Within the methodology of a conceptual paper we use the research
design of "theory adaptation". By introducing perspectives of service
science, service-dominant logic and institutional economics a
contribution for revising the existent knowledge within given key
concepts of hr is intended.
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Problemizing
Need for a New Understanding of Human Resources and
Human Resource Management
Core concepts of
hr management
Many texts and dictionaries mistakenly define ‘human resources’ (hr) as the
people employed in an organization, a notion that obscures the meaning of
human resources and that critics see as impugning the dignity and denying the
independence of human agents. This definition of hr is controversial argued
because it reduces people to the same category of value as materials and
technology.*
In the recent hr literature, on the other hand, a different understanding of hr has
prevailed „human resources are more accurately understood as the resources
that are intrinsic to human beings, which they can apply to the various tasks of
life, both in workplaces and in activities such as relationship building, child raising
and community service.
*Armstrong, M., Taylor, S.: Armstrong's handbook of human resource management practice. Kogan Page Publishers (2020)
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Adapted theories Impacts from Service (Eco) Systems
Concepts of
service science,
service-dominant logic and
institutional economics
- service (eco) systems are relatively self-contained and have fuzzy boundaries,
- actors are relatively self-adjusting, as they show adaptive behaviour,
- actors are resource integrators that overcome the traditional view of
enterprises too much focused on their internal resources and their mono-
directional approach ‘to’ market,
- actors are connected by shared institutional logics,
- service exchange in service ecosystems results in mutual value creation.
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New Perspectives
HR Management
Towards a new perception of the employee
HR as steward shaping new forms of cooperation
HR management as result and process of institutionalising
new forms of work
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Revising concepts of HR by
adapting new perspectives

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Implications for Practical HR Management
HR Management as value co-creation approach
HR as facilitator of change and organizational development
HR as creator of new workforce design
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HR Management
HR concepts with adapted
perspectives

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HR concepts with adapted
perspectives
Findings & Outlook HIER 2-3 Sätze
• ……..
The concepts of service science, service-dominant logic and institutional economics essentially lead
to three new perspectives for hr and hr management. First to a new perception of the employee and hr.
Hr understood as intrinsic resources which humans can apply for themselves or apply by mutual
agreement in an organization. The implication for hr is to redesign the relationship between the
organization and the human worker by approaching cocreative working models and the necessary
institutional arrangements. The second new perspective is the understanding of hr as steward shaping
and institutionalizing new forms of cooperation. The resulting implication is the relevance of hr as
facilitator of change and thus as developer and implementer of mutually agreed common purpose
within holistic change strategies. The third perspective is the relevance of institutionalizing new forms
of work within actor-to-actor networks of value cocreation, e.g. agile, self-contained and self-
organized instead of command and obedience. For the implementation this means the necessity for a
fundamental redesign of jobs and work operations. In summary it can be stated that if these new
perspectives will be established in the organization and its institutional arrangements, hr will take on
the role of steward, unifying the interests of employees, the organisation and society.
Findings and Outlook

9. References: hier die Quellen die vorne genannt werden
A Conceptual Framework for Workforce Management
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Armstrong, M., Taylor, S.: Armstrong's handbook of human resource management practice. Kogan Page Publishers (2020)