95 % of everything changes. Constantly. What is the most fundamental change of this decade? Probably the blurring lines between functional and theoretical technology. A lot of theories that seemed unattainable in the past, are now being developed into – sometimes astonishing – functional designs, smart solutions. The transition time between theory and real life applications is becoming shorter. Our ecosystems are more or less enforcing this evolution to take place and society seems to quickly adopt the new developments that this evolution brings along. But are we able to live up to that accelerating cycle? Will the human capital of our businesses be up to speed in time? No, at this point not yet. We need to drastically modernise our education system, that incorporates the societal and entrepreneurial consequences of this technology era. After all, if the future is about talent, the battlefield will be the schools and universities.
Let HR and innovation go hand in hand
Recently I read an interesting whitepaper published by KPMG. Culture and HR outlined in one paper as drivers for innovation. Splendid. Not so often you get so clearly explained how HR as a strategic can drive innovation. I share most of their view on the subject. The paper illustrates why innovation matters and how HR can play a role in these processes. Or should I say, must play a role?
Innovation is not about copying successes of other organisations. On the contrary, because it could end up in a disaster for you. Each company should develop its own approach to innovation, given the unique set of circumstances they have to anticipate on. The organisation’s (desired) culture is a significant factor for this approach. It is not only about employees being able to identify themselves with the organisation. Also collaboration and acceptance of failure are key; these two are prerequisites for an environment that needs to encourage creativity, to drive innovation.
How can top management, employees and process reach that optimal synergy? What key questions should an organisation answer before setting the scenario? How does innovation expands?
I truly recommend reading the whitepaper ‘HR as a driver for organizational innovation’ and think about how you can create your unique opportunity.