We are facing a more technological and competitive
business environment. Therefore, organizations should always try to beat the
competitiveness and survive in the business market. Organizations have also
made innovation a major concern, with company executives frequently receiving
an overwhelming amount of advice and proposals on how to develop an innovation
strategy or generate more high-quality and quantity of ideas in order to
improve organizational life
Innovation is a big
process that should handle with more effectively. Therefore, there should be
involvement in HR in innovation adaptation process. As we all know Human capital is one of the
most valuable resources of the organization. Therefore, solving HR problems/
issues is more noteworthy.
Macro and micro
levels of examination.
The variety of HRM problems associated with innovation
management are multifaceted, spreading macro- to micro-levels of examination
At the micro level, the development of creativity at
the individual level, managing and choosing individual talent to shape
personnel, and fostering a culture or environment for innovation at the team
level are the areas that often receive the most attention
Figure 1 an Integrated Model for Innovation and HRM
Innovation
is a big process that content with different stages and activities. Therefore,
when an organization adapt to an innovation its affect to all the human capital.
We anticipated relationships between new product developments and HRM practices
like employee involvement, job and organizational design, and staffing as well
as between process and organizational innovations and HRM practices like
activity development and unique forms of reward
https://youtu.be/tv5aTdRkQkg?si=Ei5XWDeyL4q
Leede & Looise (2005) mentioned, The Company as a whole, with the
aid of a purposeful HRM strategy, seeking to establish an innovative
organization. To attain HRM results that support an organization's transition
to innovation, decisions on particular HRM practices or approaches to standard
HRM practices must be made within the framework of this strategy.
HIHRM has the potential to improve employee technological innovation performance by fostering their creativity and adaptability. By implementing HIHRM policies, promoting employee participation in decision-making, and offering training opportunities to advance employees' technology proficiency, organizations may put these results into effect.
Organizations can, for example, promote employee involvement in ideation sessions and product development procedures, which will increase the employee's sense of ownership and dedication to the company's objectives. Training programs can also be created to give staff members the technical know-how needed to develop and adapt to new technology. Additionally, the workers who are adept at adjusting to new technology are more likely to be creative thinkers who perform better when it comes to technological innovation.
As a
result, businesses should train staff members to be tech savvy and create an
environment inside the company that promotes and facilitates technology
adoption
References.
Leede, J. D. & Looise, J. K., 2005. Innovation
and HRM: Towards an Integrated Framework. CREATIVITY AND INNOVATION
MANAGEMENT.
Rubel, M. R. B., Kee, D. M. H. & Rimi, N. N., 2023.
Promoting technology innovation performance through high involvement HRM, technology
adaptation and innovativeness. Business Process Management Journal.
Shipton, H., Budhwar, P., Sparrow, P. & Brown, A., 2016.
Human Resource Management, Innovation and Performance. s.l.:s.n.
Sparrow, P. R., Hird, M. & Cooper, C. L., 2014. Do we
need HR? Repositioning people management for success.
Figure 1 An Integrated Model for Innovation and HRM (Leede & Looise, 2005)
