You find a brief self-diagnosis to identify the degree of contribution of his management as leader in human talent to promoting the creativity and taking advantage of the potential of executives and collaborators.
‘ In the process of innovation the decisions take with great uncertainty and only the certainty of which it is necessary to try it allows to overcome the doubts ‘. This way the Manual of Oslo refers to the activities inherent in the principal areas in which the companies are called to innovate:
- The product / service: to consider innovative, must present improved features / functionality in the enterprise, including improvements in delivery times or post-sales service.
- In proceedings: significant changes in techniques, equipment and / or technological tools used aimed at lowering costs of production or distribution.
- In the marketing: new channels of sale (franchise, social networks) and of commercialization (new presentation, new logo, systems of customization, promotions, clients’ loyalty).
- In the organization: changes in the most comfortable procedures, adequacy of sites of work, put in practice of decisions that improve the productivity in parallel with the motivation and commitment of the people.
Human resources, in addition to satisfy the expectations of service of his internal clients, it must answer to the expectations of executives and shareholders who expect from his management for the attachment for the strategy, to having clarity of the business and the sufficient agility to attract and to develop persons who facilitate to the company to compete not only with prices but also with the generation of value to answer to the increasing demand of satisfied clients and increasingly demanding. And, certainly, to increasing the sales!
A process of transformation organizacional since it it is the innovation carries an effect it dominated in areas organizacionales as the structure, the culture, the values, between others. Of there the importance of relying on leaders in human management that they should honor the promise to be strategic partners of the business applying with criterion and success the management of the intangible assets of the organization: his people.
This another opportunity, her of conspiring with the high direction to develop the culture of the innovation as diferenciador competitivly, makes possible that thanks to the management of the human talent, the company is of benefit and comes out any difficulty, learn of her, irrumpa with new ideas and projects and reinvent to be consolidated as managerial modal of success.
Like reflection, this brief questionnaire uses as self-diagnosis to have an approximate identification of his innovative as leading vocation of management it humanizes:
Taken and adapted of Catalan Institute of Technology (1999) and Andalusian Center for the Excellence in the Management (2009).
As leaders of human resources, the commitment, the professionalism and undoubted talent are the input to promote, to develop and to assure transformations with the deployment of answers you reactivate to processes of high place impact like it it is the culture of innovation in the managerial area.
Martha Ruiz
mruiz@strategos.com.co
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