Role of HR in fostering innovation : a survey report


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Innovation is on everyone’s mind today. Though who is really accountable for innovation in an organization? Is there a department or function who is responsible? Or innovation is everyone’s business?

To address some of these, we at ideacomb, conducted a survey of HR and talent management professionals across North America during April-May 2012. The topic of the survey was “Can effective Talent management drive Innovation?”. Do HR & Talent management professionals see they have an important role in fostering the culture of innovation?

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  • This isn't is something else. When I hear about 'innovation tools' and 'employee-driven innovation', it is nearly always about management wanting excited, motivated, creative employees happily IMPROVING the current line of business. Improvement, even you could say radical improvement, is a worthy activity, and one that companies are well-suited to handle through these management practices. But don't confuse it with innovation. Innovation (and there is no such thing as 'incremental innovation') is paradigm shift. When a company says honestly that it wants all its employees actively working on changing what kind of business the firm thinks it is in, then I'll believe two things: 1) the company really is interested in innovation; 2) the company is either about to go out of business or is being run by people who are about to be fired by the board.
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Role of HR in fostering innovation : a survey report

  1. 1. ROLE OF HR INFOSTERING INNOVATIONA Survey Report By:SpadeWorx Software Services, Inc 6/26/2012
  2. 2. Executive Summary• Ideacomb conducted an online survey of HR & Talent Management professionals across different Industry verticals• The survey was carried out during the months of April – May 2012 and was used for the purpose of capturing responses• Over 100+ HR and Talent Management executives within North America participated in the survey• 93% of the respondents believe that HR & Talent Management executives have a role in fostering the culture of innovation. Here is a detailed report on our findings
  3. 3. Profile of Survey Participants Company size (no. of employees)1 - 10 11 - 50 51 - 200 201 - 500 501 - 1000 1001 - 5000 5000+ 4% 16% 27% 15% 15% 23%
  4. 4. Industry Vertical Agriculture, Mining 0% 1% 1% Construction 5% Finance, Insurance, Real 24% Estate Government Health Care1% 31% 1% Internet Manufacturing 14% Retail, Wholesale Services 9% 11% 2% Transportation
  5. 5. Who is accountable for Innovation?Only 33% have adepartment orfunction accountablefor innovation Yes 33% CEO 4% Head of R&D 6% No 67% Marketing 46% 27% Human Resources Learning & 9% Development Out of the remaining 9% 67%, 46% believe innovation Chief Innovation is the CEO’s responsibility Officer
  6. 6. Do executives believe in employee driven innovation?How Important is employee-driven innovation to the success of your organization? Least Important Important Very Important 11% 21% 68% Believe in employee-driven innovation 68% Though…..
  7. 7. Innovation in Performance Review Is "Innovation" one of the Do innovation objectives key performance objectives translate into "goals" for in the performance review each employee? process? Yes No Not sure 8% Yes 31% 36% No 64% 62% OPPORTUNITYHR executives have an important role to play in driving innovation objectives
  8. 8. What Motivates employees? Team Progress 28.00% Customer recognition 21.50%Recognition by Management 65.60%Opportunity to contribute in 52.70% meaningful innovation Financial Rewards 46.20% 0.00% 10.00%20.00%30.00%40.00%50.00%60.00%70.00%
  9. 9. Investment in Tools & Processes for Innovation Do you plan to invest in tools and processes to enhance your innovation pipeline in 2012? Yes No Undecided 30% 41% 29%
  10. 10. ConclusionsInnovation is not just a CEO’s job as almost 46% respondents felt. Atop down cultural change to drive bottoms up innovation is wherethe opportunity residesTransparency in Communication and Collaboration is key to drivingsuch cultural change68% respondents felt employee-driven innovation is Important, while70% do not have plans to implement any tools/processes, or areundecided about itUsage of social collaboration tools and processes can be a significantincentive for promoting the culture of innovation
  11. 11. Conclusions….contd• Metrics like “Organization Innovation Index” (Innovation goals met Vs Planned) will be of value. A running summary of such metrics incentivizes employees to contribute more. - 82% of survey respondents do not have such metrics• 99% of respondent believe “capturing & nurturing employee ideas can improve Talent Management Process”HR & Talent Management executives certainlyhave a larger role in fostering culture ofinnovation in an enterprise -------------there lies an Opportunity!
  13. 13. Culture• Transparency in operations : Senior leadership adopting social media tools• Trust in employees, partners : Seek contributions• Throw challenges. institutionalize risk taking & rewards
  14. 14. Process• Innovation objectives & Goals for the organization• Capture employee contributions (ideas, achievements) throughout the year• Embrace Feedback crowdsourcing - feedback from across the organization , not just manager inputs, in performance reviews.
  15. 15. Tools• Idea capture and crowdsourcing• Instant feedback & Recognition thru peer-reviews• Collaboration & Messaging• Employee blogs, wikis, Find Experts – Proactive insights in your Talent pool
  16. 16. Summary • Strategically drive cultural change starting with executive leadership Culture • Employ process model that encourages Innovation • Deploy tools to bring in visibility and InnovationTools Process Get your Innovation engine humming!
  17. 17. Recommended Read1. HR Policies Can Kill Innovation But HR Can Also Be A Great Encourager of Innovation!2. Social Workplace : A top down cultural change driving bottom up performance
  18. 18. Ideate * Harvest * EmergeSend your Comments/Feedback:shekhar.dhongade@spadeworx.comShekhar DhongadeChief Operating OfficerSpadeWorx Software Services, Inc.