Michelle Griffin, Ph.D., PHR, SHRM-CP’s Post

Organizational innovation is crucial for staying ahead in today's dynamic markets. Aligning your people strategy to foster a culture of innovation is key. HR plays a pivotal role in embedding innovation across the organization through: ✅Attracting and retaining innovative talent ✅Cultivating a culture of experimentation ✅Providing learning and development opportunities ✅Redesigning HR policies to support innovation ✅Measuring and celebrating innovative mindsets Empowering employees to think creatively and improve continuously is essential for business success. #HRInnovation #OrganizationalChange #FutureOfWork

https://mck.co/3HXBXyw Finally, teams think comprehensively about the transition journey, working toward core milestones for each of the prioritized innovation shifts individually and ensuring a systemic, integrated transformation perspective at the same time. This requires mobilizing for selected shifts, building new capabilities, and acting on an integrated change agenda in concert across business and HR.

It’s time for HR to start fostering innovation Learn more now: https://rpb.li/3H1FCc #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #innovation

🌐 Embrace the future of organizational design! ❓ Did you know that companies with a decentralized structure, like Johnson & Johnson and Coca-Cola, often experience increased agility and innovation? https://aihr.ac/4bR32zY ⬅️ Explore the benefits, characteristics, and implementation tips in our latest article on Decentralized Organizational Structure. #HR #HumanResources #OrganizationalDevelopment #FutureOfWork

Cultivating Talent, Harvesting Success: Discover the link between a thriving workforce and business success in our latest blog post. People-focused companies invest in their employees' growth, and the dividends are seen in innovation, productivity, and overall success. Ready to cultivate success? Dive into the details! #culture #peoplemanagement #hr #OrangeHRM

Transitioning to a target operating model: Transitioning to a future-oriented archetype is typically a three-step journey. First, CHROs and their leadership teams align on the right operating model archetype for their organization based on the most pressing business needs, expectations of the workforce, the wider organizational context, and the company’s dominant core operating model. In large, diversified organizations, CHROs may find that different archetypes fit the differentiated needs of specific businesses better and may adopt a combination of HR operating models. Second, HR leadership teams prioritize the three or four most relevant innovation shifts that will move their function toward their chosen operating model archetype. When doing this, people leaders need to reflect on strategic HR priorities and, even more importantly, the shifts required to establish the operating model given its feasibility, the potential limits to the speed of implementation, and the magnitude of change. (Today, we find that the capacity to change the HR information system is often the most limiting factor.) For example, if a company is operating in a traditional hierarchical “command and control” way, the sole shift of HR into an agile archetype requires profound and demanding changes to ways of working, likely beyond only HR. Similarly, a business accustomed to a “high touch, concierge service” HR approach will find that a shift to a leader-led archetype is challenging and requires significant effort to implement. Finally, teams think comprehensively about the transition journey, working toward core milestones for each of the prioritized innovation shifts individually and ensuring a systemic, integrated transformation perspective at the same time. This requires mobilizing for selected shifts, building new capabilities, and acting on an integrated change agenda in concert across business and HR.

Unleashing Innovation: How HR Can Foster a Creative Work Environment Innovation is the lifeblood of successful businesses. It fuels growth, enhances competitiveness, and can make a significant difference in an organization's bottom line. But innovation doesn't occur in a vacuum - it requires a culture of creativity and the right environment to flourish. This is where HR can play a critical role. For instance, consider Google's famous "20% Time" policy, an initiative led by HR that allowed employees to dedicate 20% of their working hours to pursue their passion projects. This unique approach not only fostered a culture of creativity and innovation but also led to the development of key products like Gmail and Google News. So, how can HR professionals cultivate an environment that unleashes innovation? Promoting Psychological Safety - Create a culture where employees feel safe to express their ideas and take calculated risks without fear of failure or criticism. Encouraging Collaboration - Foster a collaborative environment that encourages cross-functional teamwork and idea sharing. Facilitating Learning and Development - Implement continuous learning programs that keep employees at the forefront of industry trends and equip them with the skills to innovate. Rewarding Innovation - Recognize and reward creative thinking and innovative solutions, thereby incentivizing employees to think outside the box. At HR Anew, we understand the power of innovation and the crucial role HR plays in unleashing it. Our team of certified professionals can assist your organization in building a culture that fosters creativity, from implementing continuous learning programs to designing reward systems that incentivize innovation. Ready to foster a work environment that drives innovation? HR Anew is here to guide your journey, creating a culture where creativity thrives and innovation becomes second nature. . . Schedule a meeting with our CEO and Chief People Officer, Ms. Deborah Stallings, MA, SHRM-SCP, to explore how we can support your organization. Click the link below to book an appointment: 👇👇👇 https://lnkd.in/eziVPakw Join forces with HR Anew in building a workplace culture where we perceive every obstacle as an opportunity for personal and collective growth, while nurturing a sense of unity.

McKinsey has recently conducted research on how businesses can best organize for the future. The experimentation underway suggests that future-ready companies share three characteristics: they know what they are and what they stand for; they operate with a fixation on speed and simplicity; and they grow by scaling up their ability to learn and innovate. HR can help propel this transformation by facilitating positive change in these three key areas by helping different functions to define and tailor simple daily routines that drive successful development within these areas. And of course suggesting a tool that will help functions to implement new daily routines, track and manage it. If you're curious about the significant impact an HR role can have on organizational growth, I'd be happy to discuss it with you. I'm open to learning from your perspective and can share real business cases in return.

HR is all about giving that vital push to their employees from being good to great As HR professionals, a key responsibility is to help employees and the organization reach their full potential. Here are some ways that HR can provide that "vital push" to help employees transition from being good to great: 1. Talent Development: - Designing comprehensive training and development programs to build critical skills and competencies. - Providing coaching, mentoring, and constructive feedback to help employees improve and grow. - Identifying high-potential employees and creating customized development plans for them. 2. Performance Management: - Implementing a robust performance review system that sets clear, measurable goals. - Providing timely and actionable feedback to help employees understand their strengths and areas for improvement. - Linking employee performance to appropriate rewards, recognition, and career advancement opportunities. 3. Employee Engagement: - Fostering a positive work culture that inspires employees to go the extra mile. - Empowering employees with autonomy, responsibility, and opportunities to contribute. - Recognizing and celebrating employee achievements to boost morale and motivation. 4. Succession Planning: - Identifying future leaders and creating structured plans to groom them for higher roles. - Providing stretch assignments, job rotations, and cross-functional exposure to prepare employees. - Ensuring a robust talent pipeline to support the organization's long-term growth. 5. Organizational Design: - Aligning the organizational structure, roles, and responsibilities to maximize employee potential. - Streamlining processes and systems to enable efficiency and effectiveness. - Fostering interdepartmental collaboration and knowledge-sharing. By effectively leveraging these HR levers, professionals can help transform good employees into great performers who drive the organization's success. The HR function plays a pivotal role in unlocking the latent potential of the workforce and propelling the organization forward.