Human Resource
Management and
Innovations
Definition :
HRM innovation(HRMI) is the intentional
introduction or change of HR program policy,
practice or system, designed to influence or adopt
the skills, behavior and interactions of employees
and have the potential to provide both the
foundations for strategy formulation and the
means of strategy implementation that is
perceived to be new and creates current
capabilities and competencies
Implementation of new ideas, methods, and
technologies to better meet the ever evolving
requirements of the organization and its
workforce.
Applications of Human Resource Management and Innovations
1. Recruitment Chat bots
2. Employee engagement software
3. Gamification
4. Peer-to-peer recognition
5. Edgier corporate networking
6. Mental health
7. A holistic view of employees
8. Personlisation
Recruitment chatbots engage the human conversational
abilities during the recruiting process. Chatbots are helping
recruiters focus on other administrative tasks, asking
screening questions, answering FAQs and streamlining the
process.
Employee engagement software Software enables
leaders to send monthly surveys to their people, addressing
a range of subjects including wellbeing, stress, teamwork,
capability and confidence at work.
EX:1.leapsome software- offers features like goal
management,social recognition,surveys,feedback
management-Deloite
2.synergita –cloud based employee so PM software which
measures engagement metrics such as satisfaction and
employee enagagement
Gamification is creeping into all elements of HR, from the
interview process to learning and development.
Companies such as Accenture and Deloitte are already
devotees, using tools to set lifelike workplace challenges
in the recruitment stage and beyond. Elsewhere, Google
apparently gives its staff an allowance for each work trip.
If the allowance isn't spent, they and add the remaining
balance to their wage or give it to charity. The company
reported 100% compliance within six months using this
gamification technique.
Peer-to-peer recognition Innovations in the peer-to-
peer recognition arena are allowing employees to praise
each other. With Thanks box, for example, employees can
give special thanks, nominate others for awards and much
more.
Edgier corporate networking Times have moved on
since corporate networking comprised a round of golf
with the company directors and HR is realizing that it
needs to go beyond the expected tropes to make an
impact.
Mental health coaching A mental health coach can
help them to create specific goals, such as re- an old
friendship or making two new local friends, and assess
what's helping or establishing hindering them from
achieving this to prevent costly health is (mental and
physical) arising further down the line
Personalisation is an increasing priority in the
consumer world and HR professional are recognising
the benefits to all satisfaction too.
FACTORS AFFECTING THE
INNOVATION PROCESS IN
ORGANIZATIONS
1.Management Commitment to Innovation-support,time and
budget
2. Strategic orientation –
What is the purpose of innovation and what do we want to
achieve in the future?
What is the contribution of innovation to corporate strategy?
What are our future topics and search fields?
3. Clear responsibilities
4. Innovation culture-
Apple –striving for perfection
Amazon – every employee to innovate
5.Change Management
6. Integration of all employees
7. Collaboration
Characteristics of HRM
innovations:
Uncertainty-it has serious challenges in
terms of ROI
The perceived threats to vested interests
Attributes associated with
1. Magnitude-The extent of change to
existing structure, personnel and financial
resources implied by an innovation
2. Pervasiveness –the number of
organizational members who are expected
to change their behaviors due to
innovations
Conditions necessary for
successful HRMI implementation
1. Innovation champions-associated with
uncertainty and innovative efforts
2. Power dynamics-political dynamics
3. Organisational context-internal and
external factors
4. Fund projects
5. Recruit for creative talent
Current trends in HRM Innovations
1. Design thinking in HR
2. Gamification
3. Gig economy
4. Artificial Intelligence
5. Promote diversity and inclusion
6. Surge of people analytics
7.Changes in talent sourcing
8. New breed of corporate learning tools
Innovative Human Resource
Management Practices in India
In a study on 194 Indian organisations
in2008,the following are the key findings:
1.HRM function has become more
proactive ,fair ,helpful ,respected and acts as
a coach and tries to benchmark with
excellent practices to improve their
performance
2.Among the key HR practices that were
tested-the study depicted that recruitment
and compensation practices were preferred
for improving firm performance.
Innovative Hr practices fostering innovations in a well
known MNC’s are indicated below:
1. HRP: Openness to new ideas, a tolerance to ambiguity
and an eagerness for new experience, technically
excellent ,but broad enough to understand what others
have to say, share goals and exercise people
skills(Apple computers)
2. Performance Appraisal: careful study where the
cycle time between research initiation and successful
launch is long.
3. Reward systems: freedom for creativity, free time to
engage in own research
4. Career Management:catch 22 situations when a
scientist/technical profesional become due for
promotion to the next level which involve additional
administrative /managerial work
How to make HRM innovations
sustainable:
Problem orientation-There is a need to avoid the easy
temptation to run after every new practice, but instead
spend more time and effort in developing deeper
understanding the problem itself
Adopting macro view-perspective for the bigger picture
which implies restructuring the HR function to be able to
align to the changing business conditions
Business literacy-close familiarity with business practices
can enable HR to keep track to innovative management
concepts and couple them with what is pivotal in the
organization
Care in application-HR innovations in order to have
lasting impact must be purpose-built
Metric for business impact-What gets measured gets
done
THANK
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