Report on Role of HR (Human Resource) in Organizational Innovation

Introduction of Role of HR in Organizational Innovation

As the business environment and globalization, both of them are changing rapidly. Along with this, organizations are also facing the intensified competition from two different firms which are local as well as international. This dynamic environment as a result shown a steady pressure on the different kind of organizations for the constant transformation of their process structure and production for the survival and sustainability. Different kind of the swift technological advancements along with the desire for the achievement of competitive position have forced different kind of organizations to be flexible as well as adaptive in terms of their certain approach. Along with this, organization have also understood the different kind of requirements related to the introduction of innovative products, practices and different processes as well.

Here it is very important to note down that innovation do play a major role in the long term sustainability and development of different organizations. Different kind of researches have been done already that have shown the role of Human Resource (HR) and different practices related to the Human Resource in the enhancement of organizations competitive advantages in such environment where competition is tough and fierce. (Kinicki, A., & al, e. 2015).

It is very important to know about the importance that how and why organizational human resource encourages the innovation.

Organizational Innovation of Role of HR in Organizational Innovation

This innovation word is considered to one of the most important as well as basic component or ingredient whatever one wants to say in the competitiveness of a company. It is also much critical to increase the value of a company. Innovation is simply not just a word that depicts about the introduction of any kind of new innovation or technology but it is way more than this as it goes beyond and beyond towards the technology. It also requires the alliance of many different areas to come closer or together for the attaining of success. (Avolio, B. J., & Gardner, W. L. 2005).

There are different kind of organizations that work in a dynamic environment that further in order to prosper or survive it becomes much important for the adoption of innovative approaches in functioning of different organizations overall. Innovation is not just a word but it can contribute towards the effectiveness or the performance of a certain adopting organization. Through the help of an innovation, different kind of organizations can adopt towards the dynamic environment for the proper growth without any difficulty or problem.

In the development of any organization, leader plays a very major role and what I think or believe is that without the efforts of leader no organization can become successful enough.

Authentic Leader is the one that takes the responsibility of the whole organization and further makes an organization and the employees working in it to work properly and honestly. Leader should set a goal and be an idle for the employees as whatever leader will do ultimately shows the path to employees as well. For the managing of different kind of changes in an organization and be a good leader for an organization few steps are required which are:

Plan accordingly and carefully of Role of HR in Organizational Innovation:

Before bringing any kind of change in an organization or its team, the leader should have a clear and straight plan in mind that covers how, when, where that change is going to take place.

Be honest of Role of HR in Organizational Innovation:

A leader should always be honest with their employees. Each and everything should be clear to them. This will help them in getting motivated and be a part of bringing a change in an organization too.

Communication with employees of Role of HR in Organizational Innovation:

Lines need to be opened between the leader and employees. A leader should bring out time so that he or she can communicate with them in a better way. Small meetings should also be arranged to know the difference before and after applying a change in the organization. Every question should be answered properly by the leader to the employees. (Schermerhorn, J. R., & al, e. 2004).

Assigning duties of Role of HR in Organizational Innovation:

As an authentic leader, he or she knows which employee is capable of which kind of duty. Before assigning duties, the potential of every employee should be well known and only then that particular employee can help in bringing the change in an organization.

Training & Development of Role of HR in Organizational Innovation:

Training is an important factor to make an organization successful. It is that program which helps up in strengthening the skills of different employees which needs improvement. Below mentioned are some of the primary reasons for training in an organization:

•  For increasing the adherence and productivity to the quality standards

•  Reduction of direction and the supervision

•   Increasing the stability and flexibility of an organization

•   For the manpower needs in the future

•   To make sure there occurs a reduction in accidents and different errors

•   To know about the new techniques

While a development program helps in bringing all the employees to a higher state so that all of them know about each and everything they have the same knowledge and skills. This is helpful in the reduction of any weak links within the organization that completely rely on others to complete their simple and easy tasks. (•            May, D.R., Chan, A.Y., Hodges, T.D. and Avolio, B.J., 2003)

Motivation of Role of HR in Organizational Innovation:

In the organizational behavior, it suggested that the employee needs to be motivated for the best performance with their ability. When the employees see the clear link among the effort they should be motivated and reward what they receive. Whereas the reward must be seen along with the equitable to inspire the works of employees. In this case, the motivation accounts for the individual's intensity, persistence, the direction along with efforts towards obtaining the goal. In the organizational behavior by the combination of the different elements, the motivations are achieved which also combine to produce satisfaction, and job designs.

Emotional Behavior of Role of HR in Organizational Innovation:

Emotional behavior or relationship is something that needs to keep out of this job field. Being a leader it is very important to deal each and every employee equally. Yes there should not be harshness or rudeness without any issue but if needed leader should get strict enough to make sure organization works properly. This is not just for the leader itself or the organization but this is for the employees as well.

It is important for any individual to equip themselves with leadership and communication skills to be prominent in the workplace environment as well. There are many things that one can adapt to have themselves heard and notice. The basics of being a powerful or an influential voice in workplace dynamics are to be reasonable and knowledgeable. Apart from this, the need for presenting and communicating knowledge is also of imperative importance. Nobody is a born leader and one makes his way up to become influential by learning and equipping themselves with the right skill set. (Kinicki, A., & al, e. (2015).

Now an employee can easily improve their visibility in the workplace not through just a single strategy but many of them which include:

1.    Try to speak up as much as you can in the meetings. The meeting is a place or platform where all the people of the organization gathers and you can easily demonstrate your knowledge. If you feel shy while speaking or giving any of the ideas that you need to build your self-confidence. Along with this try to learn how you can become a more engaging speaker. So try to push yourself to say more in such gatherings to make yourself prominent.

2.    Try to strengthen your relationship with the boss by talking and telling him about random stuff. Along with this, try to share your ideas personally and asking about his suggestions as well that how things can get better. Try to find put different opportunities which can raise your profile in front of him.

3.    Projects are being divided into a different group of people and here is a great opportunity for you. Don’t wait for the manager to assign such projects to you but try to volunteer yourself on such projects because such efforts can also make your personality prominent in an organization. Another benefit which can also be availed is that you might get more exposure from different people of different organizations.

4.    There is no specific stage of learning. Try to be a part of different seminars because through such talks one can learn new things and level of confidence also increases. Such sessions also provide great opportunities for you to become a better person in a working organization. By attending such sessions, you can also increase your network.

5.    Don’t just run after work, work and work but try to be a better human being as well with your colleagues. Be a humble person and always help others without thinking about any gain or loss.

6.    Try to find a mentor for yourself because they can serve as a sponsor for you not just in the organization but further afield as well.

There is no hard and fast rule to improve your communication and presentation skills but the right amount of training and knowledge leads the way to acquire the right skills to stand out and become better than the rest. The best way to be successful is the way of knowledge and this is why we should go after the certified courses to improve and aid our personal growth.

Conclusion of Role of HR in Organizational Innovation

No one is born perfect, changes and improvements come with the passage of time. Along with the leader it is very necessary for the employees working in an organization to be confident and hardworking as well. Team means team and everyone should work as a team and only then an organization can become successful enough and gain reputation in the society.

References of Role of HR in Organizational Innovation:

·         May, D.R., Chan, A.Y., Hodges, T.D. and Avolio, B.J., 2003. Developing the moral component of authentic leadership. Organizational dynamics.

·         Kinicki, A., & al, e. (2015). Organizational Behavior: A Practical, Problem-Solving Approach. McGraw-Hill Education,

·         Schermerhorn, J. R., & al, e. (2004). Core concepts of organizational behavior. Wiley.

·         Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The leadership quarterly, 16(3), 315-338.

·         Schumpeter, J., The Theory of Economic Development, Harvard University Press, Cambridge, MA, 1934.

·         Schumpeter, J.A., Capitalism, Socialism and Democracy. Harper & Row, New York, NY, 1942.