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 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.
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.
You want to be perceived as a good innovation project member, to be appreciated for your achievements – and just to safeguard that notion some of what you do leads to a success in time – you do multiple projects in parallel. But is this really efficient and effective? Check out Bengt Järrehult’s somewhat mathematical look at multi-tasking, where the exercise of putting numbers in leads to a result that may surprise you.
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.
We think of careers like ladders, don’t we? And when careers do not go straight up the ladder, we do not see them as (good) careers. But if you are in the business of providing talent this is a tradition that may need to be replaced by innovation. Replacing the traditional ladder with a lattice has led to significant improvements according to Cathy Benko, chief talent officer for Deloitte.
For years, management and business schools have vastly exaggerated the importance of tools and theories in delivering innovations to the markets effectively. As common sense indicates, the overwhelmingly important predictor of success for an innovation is not the use of tools, “innovation frameworks”, or handbook of rules, but the quality of leadership of the project and the talent and motivation of the staff carrying it out. In innovation management, we need to go back to basics.
Who are innovative leaders? What are their qualities and how do they drive innovation within an organization? Jeffrey Baumgartner provides a tantalizing profile to which we can aspire.
Why does gender diversity matter when it comes to product and service innovation? What has research shown? And what does hard-won experience tell us? This article shows how businesses gain a competitive edge by integrating a gender perspective into their innovation work – a much needed boost as global competition becomes increasingly tough.
Is it possible to accurately predict if a person will be an effective creative thinker at work? After conducting rigorous tests, one Australian innovation firm says definitely yes.
Do large companies need a Chief Innovation Officer? First they need to think more clearly about the range of issues they can innovate their way through and those that they cannot.
Can non-industry specific IP funds help to push the innovation envelope? Can we bridge the gap between industries and geographies to provide a systematic breeding place for forward-thinking inventions? Gunjan Bhardwaj explores.
Many companies harbour narratives around overlooked opportunities that can come back to haunt them when it comes to attracting and retaining top talent. What can we do to develop the right culture? Kathy Mast explores.
As globalization of the world economy continues and accelerates, we are beginning a process of fundamental change in organizational design that will take us to configurations we cannot yet fully imagine. However, we can already see enough to identify major opportunities for organizations that want to exploit the benefits of these changes, even as they unfold.
We see a lot of programs being run in companies in the name of innovation. Of course some of the large corporations need to run innovation programs for name sake. They need some window dressing for analysts and industry observers lambasting the same for not being innovative enough.
