Training on Innovation

 

Innovation is a new concept followed by many leading organizations where they insists and encourage their employees to  innovate thereby allowing them to adopt new processes and procedures, which the management believes will boost organizational effectiveness , Amstrong (2014).  

The business requirement and the difficulties that need to be resolved should be identified through analysis and diagnosis processes utilizing an evidence-based management approach to create the case for innovation, thus benchmarking can be used to find the organizations best practices.  However, "best fit" is more crucial than "best practice," meaning the innovation should address the unique demands of the company, which are probably different from those of other.  In simple terms, it must be able to be proven that the Innovation is relevant, advantageous and doable within the given conditions, Syrett (2006).

According to Criswell & Martin, 2008, “Innovation is one of the top 10 trends affecting business and leadership.”

 

Figure 1; Explains 5 key methods to foster organizational innovation

                                                                                                           Source : The Center for Creative Leadership

A brief on the key elements explained in Figure 1.

1.     Leaders : Identifying the leaders in an organization. This is where the HR system comes into play. They analyze who is good at what and delegate tasks accordingly.

2.     Culture  : Educating the employees on the culture of the organization and making them aware that the organization is open for innovation and foster them as and when necessary.

3.      Innovation Strategy : This is a main area which the organization has to be focused on otherwise the limited resources available can be misused. According to Marchington (1995), there is a risk that HR professionals will pursue "impression management," in which they would try to influence senior managers and peers by highlighting high-profile innovations.

4.     Budget : Since organizations are more concerned about utilizing the limited resources to have a better output sticking to budgets is very important.

5.     Direction : This is where the management overlooks on the innovator and guide as and when necessary to avoid unnecessary expenses.

Caldwell (2004) says, ‘ My credibility depends on running an extremely efficient and cost-effective administrative machine, If I don’t get that right, and consistently, then you can forget about any big ideas.’

 

References :

Armstrong, M. (2014). Armstrongs handbook of human resource management practice

Caldwell, R (2004) Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’ perceptions of progress in implementing HRM, Industrial Relations Journal, 35 (3), pp 196–215

Criswell, C., & Martin, A. (2008). 10 Trends: A study of senior executives’ views of the future. (White Paper), Greensboro, NC: CCL Press.

Johansen, B. (2012). Leaders make the future: Ten new leadership skills for an uncertain world. San Francisco, CA: Berrett-Koehler Publishers.

Marchington, M (1995) Fairy tales and magic wands: new employment practices in perspective, Employee Relations, Spring, pp 51–66