HR and the Innovation Process

Five ways in which HR can influence innovation

One of key values which enable a company or product to stay ahead in the market is innovation. Innovation is vital for not only differentiating products and services in the market, but it also a catalyst for true culture of value creation in any organization. How could HR pitch in to drive Innovation? Some ways in which HR processes could drive innovation is described below.

Rewards & Recognition

The aspect needs to take Innovation as a key indicator of performance. Promoting innovation could be ingrained into the goals and thereafter in the annual rewards mechanism. Innovative ideas need to be promptly recognized as it occurs by formal appreciations to the employee.

PMS

 Innovation could be a key competency requirement for PMS. This aspect needs to be embedded in the short- and long-term goals of the staff.  Innovation specific projects need to be part of goal setting planned by line and functional managers. An act of innovation could be recorded and spelt out in performance ratings and incorporated into the formats.

Recruitment

Innovation is a competency very difficult to assess in shorter framework of interviews. A BEI could give some insights about the innovative mindset. However, these qualities can be assessed effectively with in basket exercises and roleplays during assessment centers. An innovative mindset could be a vital requirement for certain type of job roles and start up organizations. These could be earmarked a key competency to look for during recruitment processes in certain high potential roles.

L&D

Innovation is a vital change agent for businesses willing to create a mark in the market. It very important hence to keep this as a competency to work for in the IDP plans across functions and verticals.  This need is to be hence developed and promoted through a training methodology which can bring innovation as a measurable output.

Culture and Engagement

Tracking innovation within large organizations become cumbersome until and unless, it is in the DNA of the organization. Innovation is a value proposition and should hence be part of the vision and mission statements. An innovative culture drives the process across various levels making it easier to develop and obtain innovation to grassroot levels.

 To summarize, Innovation is not a standalone value that could be done at a functional or team level. This needs to be ingrained in the organizational processes and products.HR has a key role to play in promoting Innovation by getting the right talent, nurturing it, and also rewarding the deserving employees who have the innovative mindset.

Lt Col R Sudhir (Retd)

Life , Executive  and Career Coach