Dear Friends,
Creativity is the essence of success. You can not afford to be creative by accident. Organizations are in a big need for greater responsiveness to a rapidly changing external environment and for great innovation, not just in products but across the organization. The organizations that consistently work on innovative HR practices create competitive advantage in market place. Creative HRM may not be a solution to all corporate ineffectiveness but certainly can influence and fuel the thought process to change the mindset that uplifts people to do better by displaying openness to new ideas and tolerance for ambiguity.
In certain quarters, there are accusations too against HR that it is the function that does not allow or encourage creativity to be in place and prosper in organizations. It is also said that they are used to say NO to any new thing or proposal instead of working as a partner to determine the best thing to do. But it is not true all the time. Because HR guards internal policies and current status quo, it may be difficult for them to become center for creativity, whereas creativity or innovation usually challenges the status quo. In such case, HR has to change its mind set for implementing the innovative approaches. Along with acting as a process owner, HR should also go a long way in building rapport with internal stakeholders to encourage them to experiment with things they think might work, providing enough support to ensure there are no uncontained risks. This will lead to rapid learning, happier managers and a more competitive organization. HR has to create a collaborative mindset for innovations with all positivity so that all employees get encouraged to open up with new ideas.
In organizations where CEOs have changed their mind set to support HR to get involved in creativity like in recruitment and selection, learning and development, rewards and recognition, career planning, compensation and benefits, performance management, leadership and development and organization structure have proved to be ahead of time and showed the way to others to follow.
For the new breed of HR professionals in this era of high competitiveness, becoming an innovative people’s partner is a challenge in near future. To become more valuable, HR has to be very fast in learning, accepting, evaluating and implementing creative HR practices.
The cover feature on creative HRM is a bundle of high value thoughts by Industry HR leaders and top thinkers of the country like Pradip Khandwalla, Rajeshwari Narendran, Aquil Busrai, S.Varadarajan, Yogesh K. Upadhyay, Puneet Adaniya, Praveen Purohit, Ashutosh Jani and Aman Attree who have discussed as to how creative HRM can make a difference.
From India, Delhi
181Creativity is the essence of success. You can not afford to be creative by accident. Organizations are in a big need for greater responsiveness to a rapidly changing external environment and for great innovation, not just in products but across the organization. The organizations that consistently work on innovative HR practices create competitive advantage in market place. Creative HRM may not be a solution to all corporate ineffectiveness but certainly can influence and fuel the thought process to change the mindset that uplifts people to do better by displaying openness to new ideas and tolerance for ambiguity.
In certain quarters, there are accusations too against HR that it is the function that does not allow or encourage creativity to be in place and prosper in organizations. It is also said that they are used to say NO to any new thing or proposal instead of working as a partner to determine the best thing to do. But it is not true all the time. Because HR guards internal policies and current status quo, it may be difficult for them to become center for creativity, whereas creativity or innovation usually challenges the status quo. In such case, HR has to change its mind set for implementing the innovative approaches. Along with acting as a process owner, HR should also go a long way in building rapport with internal stakeholders to encourage them to experiment with things they think might work, providing enough support to ensure there are no uncontained risks. This will lead to rapid learning, happier managers and a more competitive organization. HR has to create a collaborative mindset for innovations with all positivity so that all employees get encouraged to open up with new ideas.
In organizations where CEOs have changed their mind set to support HR to get involved in creativity like in recruitment and selection, learning and development, rewards and recognition, career planning, compensation and benefits, performance management, leadership and development and organization structure have proved to be ahead of time and showed the way to others to follow.
For the new breed of HR professionals in this era of high competitiveness, becoming an innovative people’s partner is a challenge in near future. To become more valuable, HR has to be very fast in learning, accepting, evaluating and implementing creative HR practices.
The cover feature on creative HRM is a bundle of high value thoughts by Industry HR leaders and top thinkers of the country like Pradip Khandwalla, Rajeshwari Narendran, Aquil Busrai, S.Varadarajan, Yogesh K. Upadhyay, Puneet Adaniya, Praveen Purohit, Ashutosh Jani and Aman Attree who have discussed as to how creative HRM can make a difference.
From India, Delhi
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