human resources

The Ticking Talent Time Bomb and Its Impact on Established Corporations

When I meet with corporate leaders we invariably get onto the topic of their business challenges. Some reoccurring themes that are increased competition, cost / margin pressures, regulatory hassles, globalization, etc. However, the more recent discussions have centered around one theme. Talent.

New HR and Talent Partnerships to Drive Innovation Value

As the global economy improves, many progressive HR leaders are focusing attention on better leveraging innovative activities from across the organization. The resulting new level of partnership and support not only enhance existing employee focused metrics (such as employee engagement), but also align HR / Talent more closely with generating direct financial impact and growth to the organization.This whitepaper provides a high-level overview of how these new approaches can work and steps to consider before proceeding.

Only Engaged Innovation Teams Succeed

Engagement of teams is a must-have when addressing the key issues related to sustainable innovation programs. In the second of a series of articles focused on Innovation Culture, we are going to share our views about the way organizations should stimulate and encourage the creation of teams truly committed with innovation. Besides the more usual ad hoc requirements regarding team and individual creative performance, having a clear focus on team management is essential to achieve a more balanced and sound innovation program.

New Report: Does HR Matter in Innovation? Is there Innovation in HR?

Many of the challenges faced by an organisation wanting to innovate boils down to talent management, areas often directly under the influence of HR. In this study, we explore whether HR has become a partner yet in innovation. We make the case that it is imperative for HR to be a driver, while also being innovative in its own domain.

The Innovation Steering Committee as a Guiding Coalition to Change Culture

Today, meetings consume close to 40-50% of executive time. That’s 100 days per year! By some measures 80% of meeting time could be better invested in closing business, developing talent, recruiting new customers, conceiving new products or improving operations – just about anything other than gathering for another conversation without productive outcomes.

The Human Side of Innovation: Seven Lessons For Sustained Success

Enterprise innovation success seems illusive for large organizations. In the United States, executive leaders frustrated with the slow pace of innovation success are seeking elixirs to step up progress. This article reveals seven highly effective lessons for corporate leaders seeking to declare an innovation victory in the coming years. The answer lies on the “human” side of the equation.

Soft is Hard to Change: The Challenge of aligning HR with Open Innovation

The fourth theme addressed by MOOI is the relation between Open Innovation and Human Resource Management. This article delves deeper into the few articles that have arisen on HR and OI in the academic and professional literatures and the lessons that can be drawn from these existing sources. It also shares some of the take aways from the MOOI-forum discussions on this particular topic focus.

For all Departments: How can IP help HR, R&D, Sales & Marketing, Production, Finance & Purchase, CEO or Owner?

The patent database, with its 69 million documents is one of the richest resources of knowledge worldwide. The real key to its application is the refined ways to distil the relevant information. This article will highlight novel patent research, and its relevance for each department of a typical company.

Pushing the Boundaries – Part 1: Understanding the Different “Faces” of Open Innovation

The MOOI-forum is in its 4th month now, focusing on Human Resources Management and Open Innovation as monthly theme. Every month, great discussions emerge on the forum. One topic that came back each month but remained somewhat in the background is what we could label “the different faces of open innovation”.

Who Are My Best Innovators?

Is it possible to identify the best innovators in an organization? Most companies know who their best performers are and this is true for almost every critical initiative except innovation. A current research initiative from Jeffery Phillips is delving deeper into the possibilities to identify the potential of an individual to be a good innovator based on shared traits. The goal is to develop a simple assessment tool that any corporation can use to identify the most talented potential innovators on its team, or to use to identify and hire new people with innovation capabilities.

Hiring Creative Employees

Are you looking to hire creative employees at your company? If so, allow me to propose some characteristics you can advertise for and look for in order to find true creative thinkers. However, I also have a warning for you. But first, a little background.

5 key Success Factors to Enable Transformational Innovation within Businesses

Transformational innovation for many businesses is inherently complex and, in many cases, high risk. It can be a big distraction, expensive in terms of cost and resource bleed from other key activities, must be managed carefully and will frequently not be successful. This article explores some key factors to work with when looking for transformational innovation.

The Team Diversity Sweet Spot

Team diversity is conducive to innovation. When R&D project teams are composed of people with different skills, competencies and knowledge, the likelihood for new thinking and innovative solutions increase. However, too much diversity may lead to breakdown in communication and ensuing conflict. There is a sweet spot in how much diversity R&D teams should have.

Need Innovation? Seek Out Your Mad Scientists

“Mad scientists”—rule-breaking geniuses whose resistance to convention sometimes produces radical innovations—are both a blessing and a challenge to R&D organizations. Recent studies suggest how such rogue innovators can shape a company’s culture and what can be done to channel their influence.

How to Implement Radical Business Models

To be successful in radical business model innovation requires companies to go beyond the traditional modeling: ideas are only one part of the innovation equation. Business model implementation requires structural changes in your organization; otherwise, you will just get stuck with a beautiful model on paper.