Unlocking the innovative potential of employees
Since the previous decades, promoting the innovative potential of employees played a
challenging role for HR Professionals. Unfortunately, in many organizations the routine tasks
(ex: meetings) have reduced the time and space for developing new ideas and innovating
capabilities of employees. It can be identified that in most of the organizations a proper job
design and analysis hasn’t been planned or conducted for a long time, which has led to build up a
stressful workplace for employees with reduced potential for innovation.
Nowadays, organizational researchers are exerting more efforts to explore innovative behavior of
employees because it is imperative for efficient and effective performance of organizations and
employees (Anwar, et al., 2020). Employee satisfaction and the quality of performance can be
motivated by providing a well defined job role which creates an employee with a creative mind
set where the innovation has its own space.
Job design decisions are mainly based on elements like content of the job, degree of
specialization required, and work environment in the particular organization. Job design helps
managers to carry out job analysis and develop job specifications for particular job role.
High Performance Work Design plays a vital role in improving performance in an environment
where positive and demanding goals are set and it begins from principles of autonomous group
working and develops an approach, which enables groups to work effectively together in
situation where the rate of innovation is high and operation flexibilities are important. It
facilitates gaining and applying new skills quickly with minimum supervision which leads to
innovation.
HR managers wishing to unlock the innovative capabilities of employees should focus on the
job design as it is a crucial predictor for innovative work behaviour. Achieving the above target
can be done by focusing on increasing the job resources, decreasing the job hindrances and
evaluating the role of job challenges when conducting job analysis (De Spiegelaere, et al., 2012).
References
Anwar, Ch. Mahmood & Maludin, Nurliyana & Chong, Yee-Lee. (2020). Employees'
Evaluations about their Innovative Capabilities: A Concept to Achieve Enhanced Innovative
Performance.
De Spiegelaere, Stan & Van Gyes, Guy & Hootegem, Geert. (2012). Job Design and Innovative
Work Behavior: One Size Does Not Fit All Types of Employees.
Every organization has a purpose and in achieving those goals it is necessary to perform a number of tasks as explained in this article. It seems that jobs are created when tasks are divided into smaller parts as a result of this simple idea you have well explained
ReplyDeleteMany business leaders will agree that talent is the most important asset of a company. But these same leaders do not seize the potential of their workforce to make employees their biggest competitive advantage.
ReplyDeleteToo often, companies look at employees as performers and keep everyone in their own lane. However, in the current fast-paced business environment, taking this approach means that firms are lagging behind or gripped by competition.
The following methods can be used to open up innovative possibilities for employees in employment opportunities.
1. Assign teams with innovations
2. Give them the right no-code tools
3. Build and reward an innovative culture
4. Simulate and automate success
Most business leaders would agree that talent is a company’s most important asset. Yet, these same leaders aren’t tapping into their workforce’s potential to turn employees into their greatest competitive advantage.
ReplyDeleteUnlock Employee Innovation Could be done With These Four Key Steps
ReplyDelete1.Entrust teams with innovation.
Siloes, hierarchies, and lack of
transparency can stifle innovation. ...
2.Give them the right no-code tools. ...
3.Build and reward a culture of
innovation. ...
4.Replicate and automate success.