Transformational HR by Timms Perry;

Author:Timms, Perry;
Language: eng
Format: epub
Publisher: Kogan Page, Limited
Published: 2021-07-15T00:00:00+00:00

HR innovation

While there are undoubtedly innovative HR teams in operation, the function as a whole is not renowned for its innovative thinking. Quite the contrary, business leaders and practitioners I know (who aren’t in HR) will often accuse HR of stifling innovation and of being risk-averse. So I would decree that anything HR teams can do to prove they are being more innovative and embrace creative ways of working will curry favour with their colleagues. Don’t be too quick to shut down innovation or be the ones to dampen the mood too soon. The more you get used to being innovative (and managing risks, of course), the more you will be seen as helping others’ attempts to innovate safely but purposefully.

So, it may be that HR teams set up a deliberate ‘spinout’ of people who are involved in innovation, new thinking, creative application of HR principles and generally are like the special assignments squad within. Even in small HR teams, it can be part of people’s roles for a certain portion of the week – they take an innovation lab approach. Or in bigger teams, a more full-time assignment for even a short period of time.

It may well create excitement among HR colleagues, that they won’t always be the case worker or the administrator and they’ll get a turn operating in a ‘black ops HR’ manner. Let’s face it, organizations are longing for some new thinking in how to harness their skills and talents of people, and anything that breathes life into new ways is more likely to yield successful, competitive advantage than something that is tired, rule-ridden and predictable.

So whatever you think an HR team should do to become more disruptive, innovative and pioneering, I doubt it will be met with resistance from the business colleagues you work with. Quite the contrary – you might just find more support, more collegiate approaches and more belief that they are pleased and proud you’re their HR cohort. With a strong reputation for being safe, it’s not likely that HR would be deemed irresponsible and careless overnight. Especially so if it can be seen that there are ways to throw off the past shackles of predictable grey operating regarding people and organization design in favour of more technicolour inclusivity and innovation.

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