HRM PRACTICES

CONTRIBUTE TO
ORGANIZATIONAL
INNOVATION
HRM FOR ORGANIZATIONAL
INNOVATION
HRM practices attracts ,develops, motivates and retains employees to ensure
effective implementation and survival of its organization and its members.
HRM practices are also conceptualized as a set of internally consistent policies and
practices designed and implemented to ensure that a firms human capital contributes
to achievement of its business objective.
HRM practices are development of competencies that are firm specific ,produce
complex social relation and generate organization knowledge to sustain competitive
advantage .
“Ask candidates whether they’ve ever come up with a great idea and what happened
with it.
Ex;HR should welcome feedback from customers and involve stakeholders in
developing new HR strategies to meet business needs.” “Create your own think tank.
Have regular times, monthly or quarterly, where you brainstorm. Get out the
whiteboard and think about what issues are affecting employees,”
“Comfortable workspaces with couches, tables and lots of pods where people can
gather in small groups, as well as resources that will help people capture ideas, like
smartboards, whiteboards and tools to help people depict their ideas,”
Positive interpersonal exchange. There is a strong sense of cohesion across the organization, and
employees feel like they are all playing for the same team.

Intellectual stimulation. Debate and discussion are encouraged and supported.

Challenge. Workers feel that their jobs are challenging, complex and interesting but, at the same time, not
overly stressful.

Flexibility and risk taking. The organization is willing to take risks and deal with the uncertainty and
ambiguity that tend to go hand in hand with innovation.

Top-level support. Employees view top management as supportive of new idea s.

DEVELOPING MANAGEMENT
EFFECTIVENESS
Learning process occurred to improve the stock of knowledge available to the
organization to amplify the value of its intellectual assets such as innovation
capital when knowledge is applied or acquired. If the organization
demonstrates competence in knowledge management ,it is said that it has
knowledge management orientation.
We also designate ‘inner work’ days, during which the office closes and employees
are asked to refrain from ‘outer work’ like e-mails and calls and instead focus on
reflective practices like reading, walking and mindfulness.”
The company’s data analytics team makes itself available to teach others how to
design business experiments. Also, the research team offers anyone in the company
the opportunity to help design research studies and to learn about research in the
process. “We also offer all employees ongoing one-on-one coaching to build in
Return on innovation investment provides a tangible measurement for the overall
process. “Look at your organization’s total profits from new products, new services
and key business processes generated through the innovation process,”
Sometimes senior leaders tend to silence the ideas of less experienced employees,”
“If there are too many levels of approval or too much time between an idea and
implementation, it discourages idea creation,” Digital suggestion boxes encourage
those closest to the work to submit ideas for improving it,”
HRM& INNOVATION
HRM practices play an influential role in motivating employees to exhibit favorable
attitudes and behaviors which are required to support and implement the competitive
strategy of an organization.
When firms develop new products new process and new administrative practices
they require innovative and creative employees who are flexible ,risk taking and
tolerant to uncertainty and ambiguity .reward system encourages employee to
become motivated ,thereby increasing participation in contributing innovation ideas
leading to organizational innovation.
To encourage people to work across boundaries, Kelley recommends offering job
rotations and internal internships, as well as “innovation vacations,” when
employees can schedule time away from their usual jobs to pursue new ideas.
Organizations where the most-talked-about stories revolve around creativity inspire
others to follow suit, building a culture of innovation,”
HRM INNOVATIONS TOWARDS
SUSTAINABLE
DEVELOPMENT.
Sustainability focusses on meeting the needs of the present without compromising
the ability of future generations to meet their needs. The pillar of sustainability is
composed of three pillars economic, environmental and social, also known as
profits ,planet and people.
Companies are making public commitments to sustainability through actions
reducing waste investing in renewable energy ,supporting organizations that work
towards a sustainable future .
Various innovative practices need to be practiced for making HRM innovations
sustainable.
ORGANIZATIONAL
INNOVATION
Organizational innovation is the implementation of a new organizational method in
the firm's business practices ,workplace organization or external relations
.Organizational innovation provides a point of difference for those organizations can
use innovation system to attain benefits and increase market share .this entails
organizational advancement involve appropriation of ideas from outside the
organization and generation of ideas within.
SUSTAINABLE
ORGANIZATIONAL
PERFORMANCE
SOP is an ongoing concern for several developing economies ,enterprises and
organizations is an approach to attain organizational performance .
SOP of an organization is the firms plan of action and involves ideal positioning of
services and products amongst its competitors .
Sustainability is an idea that posts a congruity of ecological ,societal and economic
concerns .Encouraging sustainability will have influence on elements of HRM.
Firms accomplish sustainability partly by encouraging OI.Organisation make
sustainable plans by acquiring information about their markets ,customers
,competitors and future advances .Organization innovation helps in creating new
ideas that create value and is a pivotal factor for SOP.