Many articles are written about organizational change. But when the business changes, so does HR. The change might be big or maybe small. But HR changes. Today, instead of talking about how companies manage change, let’s talk about how HR departments manage change (while their company is in transition). Just like individual change isn’t the same as organizational change, department change isn’t always the same as organizational change. Changes that benefit the organization can change the way a department operates. Here are two examples:
Many articles make the connection between business success and innovation. And it’s true, businesses need to innovate to survive. But innovation isn’t always a grand moment of inspiration with a unique idea. In many situations, innovation is the result of several small incremental changes. This classic Harvard Business Review article outlines seven different sources of innovation. It highlights that innovation is about continuous improvement.
We are all subject to processes in our personal and professional lives. It might be completing a form or following a series of steps. The great thing about today’s technology is that it provides the foundation for an intuitive and consistent process. An example would be using our smartphones to make a bank deposit. The app walks us through the proper steps and the results are what we expect.
In the first part of this series, we talked about how organizations need to define what talent means to them and how that definition impacts the employer-employee relationship. Organizations need to create cultures that will support the new employee-employer relationship. It also impacts the role of human resources.
The Global Innovation Index ranks the innovation performance of 128 countries and economies around the world, based on 82 indicators. Switzerland, Sweden, the United Kingdom, Finland, Singapore, and the United States lead the 2016 rankings of the world’s most innovative economies.
As a general rule, organizations and individuals are very good about considering change management strategies when it comes to big, broad sweeping change efforts. But often when we’re faced with smaller changes, well, we don’t always follow the same plan. The question becomes, “Why not?”