2. HR’s Role in Organizational Innovations Alero Onosode 16th October, 2015

3. What is Innovation?  The transformation of ideas into reality to capture new value or capture existing value in a more effective or efficient way.  The application of better solutions that meet new requirements, unarticulated needs, or existing market needs.  Something original, new, and important—in whatever field—that breaks in to (or obtains a foothold in) a market or society.

4. Key Game Changers  The Telephone (1860): Johann Philipp Reis  Light Bulb (1879): Thomas Alva Edison  Penicillin (1896): Ernest Duchesne  Airplane (1903) : Wilbur & Orville Wright  ATM Machine (1968) : Don Wetzel  Sliced Bread (1928): Otto Frederick Rohwedder  World Wide Web (1989): Tim Berners-Lee

5. Why is innovation important?  Value creation  Access to new market  Competitive advantage  Survival  Relevance and reputation  Sustainability  Energise Employees “The rate of change is not going to slow down anytime soon. If anything, competition in most industries will probably speed up even more in the next few decades” – John P. Kotter

6. How do some organisations succeed at innovation? 1.Focus on differentiating capabilities 2.Allow room for murkiness 3.Stay the course- Innovation in the DNA 4.Be alert to competition and Externals 5.Create culture of dissatisfaction “Great ideas have something in common with bad ones: Early on, they both sound ridiculous.” Nike

7. Types of Innovation Innovation Product Process Market Organisational Value Engineering So what is Organizational Innovation? Organizational innovation refers to new ways work can be organized, and accomplished within an organization to encourage and promote competitive advantage.

8. Assess Organizational Capability Attract Select Develop RetainDisengage HR’s Role Business / Corporate Strategy

9. Organizational Capability Attract Select Develop RetainDisengage HR’s Role Questioning is critical Stop and think Celebrate Recognise the entire being Unleash creativity Establish the case Humility Supporting culture Give room and time Value risk taking Recognise and reward Attract Assess Capability development Ensure the “soft” matters Business critical Value delivery Clearly articulated Reward Knowledge sharing Efficiency and optimisation

10. Workplace Barriers to Innovation  Structure & Chain of Command  Leadership complacency  Technological Resources  Organisational culture / Traditions  Lack of Inclusion  Reward/Incentives Mechanism  Information Management  Physical environment - Office design/Layout  Size You cannot mandate productivity, you must provide the tools to let people become their best.” —Steve Jobs

11. The “HR Role” in Organisational Innovation Attract Select Develop etaDisengage Attract Select Develop Retain Disengage Select Develop Retain Disengage

12. Where do you want to work? Or?

13. Ideas for HR in embedding Innovation  Be strategic about Innovation – Get sponsorship  Collaborate – Look for partners  Build a learning organization – Knowledge sharing  Include innovation as a Leadership Development Competency  Search for the nuggets – Ideas / problem solving labs  Tie compensation to innovation  Celebrate mistakes – Just found another way that doesn’t work  Build your talent base  Creativity can be learnt  Give meaningful work

14. In Conclusion…  Human Resources as a business partner has a strategic role and unique opportunity to develop human capabilities and foster Innovation in every organization.  Setting the right tone of Company culture, organisational structure and reward mechanisms are recognized as intrinsic drivers that present compelling Employee Value Propositions (EVP) in attracting and retaining the desired people.  Enablers and resources (e.g technology and workplace environment) that spur productivity and innovative behavior within organizations are to be pursued sustainably.