People always believe that innovation means new technology, new products, or inventions, but innovation is wider than that. Different people may define innovation in a variety of ways. Michael Stanleigh said, “Innovation goes beyond technology and requires collaboration from many areas to come together to achieve success” (2014). Steve Jobs believes that “innovation has nothing to do with how many R&D dollars you have……It’s not about money. It’s about the people you have, how you’re led, and how much you get it (1988). Innovation is an idea, a method, a program, or a product, which could help you change something and obtain benefits. Simply put, innovation means something new, fresh, special, different, etc. Innovation is an inevitable trend for HR because HR plays a driver role in a company or an organization (KRMG HR Transformation, 2010). Innovation in Human Resource Management
Workers are the most important asset of a company because the company’s future direction and operations are based on leaders and staff. If you are an HR leader or an HR employee, you should understand “what’s the meaning of innovation for HR”. Based on Michael Stanleigh’s research, all of people who work n HR department, no matter whether a leader or a staff, should solve of comprehend two issues about HR innovation. The first one—what’s the purpose of HR innovation? The second one—how HR innovation effects a company (2014). The first issue is about the purpose of HR innovation. To begin, the aim of HR innovation is to first find appropriate employees in the shortest time. Besides employment, the traditional duties of HR were training, compensation, benefit, strategic planning, and so forth. At present, the duties of HR have changed. Dave Ulrich, professor of business at the University of Michigan says, “HR leaders should strive to build and strengthen the unique set of organizational capabilities that give an organization its competitive advantage (n.d). Therefore, HR should be finding a god way—kill two birds with one stone—to cooperate all of these responsibilities. Simply put, the purpose of HR innovation is to operate easily and effectively to improve the work of the employee. The second issue how innovation impacts the company. Many HR function have begun to play a strategic role in guiding succession management, knowledge retention, and other enterprise-wide initiative, there is still opportunity for such functions to improve and truly transform key influencers and decision-making (Robert Fulmer, PHD & Steven Genson, MBA, 2006). In addition, HR’s other mainly two tasks are hiring and training employee. That means HR should find suitable people to work for the company. HR also should training their employees and then makes them qualified for their job. On the contrary, staffs impact the company. So, any small innovation will bring unpredicted effect. Three aspects in HR Innovation Application
Employee and employer play the most important role in recruiting. First, as an HR you have a responsibility to identify talents in order to support the development of the company. Optimizing of employment talent makes the company unique and more competitive. Walmart is a good example to illustrate that. HR can hire more women because facts proof that in some positions women perform better than men. Walmart has a very famous program called “Targeted Management Acceleration Program” which can help women become a top director. We can easily find that majority of Walmart customer are women, and this trend will be continuing in the future. (Lei Liu & Shufang Du, 2012) By hiring more women, it can help Walmart to understand what’s the women customers real needs are. In addition, female workers in the services sector have inherent advantages because they are more careful, more patient, and more tender. HR hires people who can “think outside the box”, we can call that people—creative talent. They can bring some new ideas, fresh...
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