innovative hr practices

INTRODUCTIONyou complete projects without adrenalin, willpower or
Innovative HR practices build competencies andunhealthy stress.     INDIVIDUAL
capabilities for superior and winning performancesINNOVATIVENESS AND ORGANIZATIONAL
today and simultaneously create long term fertility forCITIZEN SHIP BEHAVIOR
innovation of business ideas and strategies for future.The inconsistency with which innovativeness is defined
Employees who go the extra mile by performingin the literature makes it difficult to grasp the essential
spontaneous behaviors that go beyond their roleattributes (Hurt, Joseph & Cook 1977). According
prescriptions are especially valued by theto Midgley and Dowling (1978), individual innovativeness
management. This phenomenon is critical forrefers to the individual’s openness to new ideas
organizational effectiveness because managersand decision making to adopt an innovation free from
cannot for see all contingencies or fully anticipates thethe influence of the experiences of other employees.
activities that they may desire or need employees toThis definition is referred to throughout this study
perform (Katz & Kahn 1978, Organ 1988). Workbecause it intuitively gives a more accurate
behavior that goes beyond the reach of organizationalinterpretation of innovativeness, which is well
measures of job performance holds promise for longsupported, both directly and indirectly, in the literature.
term organizational success (Van Dyne, GrahamOrganizational change, creativity, and innovation
& Dienesch 1994) because these types of actionschemes have been installed with individual
are purported to improve organizational efficiency,‘champions’. The vision is that these changes to
effectiveness and adaptability (Organ 1988). Doing jobsthe organizational culture will lead to greater
beyond what is required without expecting to beorganizational effectiveness and consequently, change
rewarded is what is referred to in this study asagents are used to guide and facilitate the change
Organizational Citizenship Behavior (OCB).process (McDermott & Sexton 1998, Mallon
Enhancing an organization’s competitive ability is& Kearney 2001.) That is, employees who are
increasingly critical and behaviors, which may improveinnovative in their work place are, in essence, satisfied
individual and organizational efficiency, become morewith their jobs and this triggers them to come up with
valuable. Although there have been many studies ofnew ways to improve current conditions. One of the
OCB in organizations, no known studies haveways of how innovative employees express
examined the linkage of individual innovativeness withthemselves is through performance of OCB. Individual
OCB where the effect of superior–subordinate asinnovativeness contributes to an organization’s
a mediator, is included.renewal, survival and growth in today’s turbulent
 and competitive business environment through the
INNOVATIVE HR PRACTICESperformance of OCB (Amabile 1988).
All managers have heard and read countless timesINNOVATIVE HUMAN RESOURCE LEADER
how to build teams, empower your workforce andTo join a dynamic, growing organization that knows
develop trust. The common place human resourcewhere it wants to go. To make a significant
practices prevalent across the entire business worldcontribution to business results by applying my unique
are just as relevant to this business as any other. Thetalent for creating strategic focus and alignment,
HR policies must be integrated with business policies.developing 21st century leaders and culture, and building
The HR Professionals must have balance in terms ofan organizational community that shares a common
centralization or decentralization of HR practices aremission, vision, and values.
ethnocentric while others management be geocentricTRENDS & NEEDS
or regiocentric.Need for Organizational Change
 New paradigms for Europe are clearly emerging:
TOMORROW HR PRACTICESknowledge for and through the knowledge-based
 In turn trends like these are changing the way firmseconomy and sustainable development. European
are managed organizations today must grapple withenterprises need to adapt and learn from this evolution
revolutionary trends accelerating product andand may need to be reorganized. Computer use and
technological change, globalizes competition,knowledge management will become key innovation
deregulation, demographic changes and trendsand competition factors forall types of businesses,
towards a service society and the information. Thesenotably the manufacturing and related service
trends have dramatically increased the degree ofindustries. However, technology innovation will not be
competition in virtually all industries, while forcing firmsenough and careful attention to organizational aspects
to cope with unprecedented product innovation andis required. Success is related not so much to the
technological change. Companies in such ancurrent organizational methods, but rather to the way
environment either become competitive highthat firms adapt themselves.
performers or they die.For this to happen, organizations need to assess their
 performance. Industry has to be convinced that solid
EMPLOYEE MOTIVATION, MORALE ANDcompetitive positions are attained through quality and
INNOVATIVE HR PRACTIESadded value and not on cost aspects alone. This
          “It was the best of times; it wasevolutionary trend involves developing
the worst ofWork environments which support teamwork as well
   as personal job satisfaction.
           European industries have to learn to look at traditional
   - Charles Dickenand high-tech production from a more holistic
 perspective, e.g. taking into account aspects such as
 The challenges facing the organization havetechnological innovation, human motivation and
never   been greaterbehavior, life-cycle responsibility, logisticsand company
    Issues coming on the radar of an HR Managerorganization. New attitudes towards organizational
today are diverse; from micro levelchange need to be understood and supported.
           issues where an individualFor innovation to succeed, human and technological
employee needs hand holding to the macro issuesissues should be considered within an integrated
pertaining to a global workforce and virtual teams. HRapproach.
managers are expected to offer instant solutions for Europe already exploits the knowledge opportunities
these issues and strategies.given by the information society. Inaddition adaptability
As an HR Manager there are a number of areasof organizations and speed of adaptation are
where you might want to bring in an externalbecoming critical issues. It should be recognized that
consultant.Europe needs to promote more integrated RTD
    Employee Motivation in work placeprogrammes, linking people, research and market
 dynamics1 within which exploitation plans – as well
         A strong team needs individuals whoas socio-economic aspects - should be included from
are dedicated to giving their best at   work.  Highlythe start.
self-motivated, committed, ambitious employees giveCollaboration and co-operation within the value chain
the most to their company and get the most from theirhave become a new concept of work
work. But if you are lacking employee motivation inOrganization, based on individual skills as well as
the workplace the effects can be dramatic. Lowteamwork, even between competitors.
team morale, lack of initiative, lack of energy, mistakesCollaborative commerce is emerging characterized by
and high staff turnover are just some of the clues thatmore fluid, dynamic and complex relationships. Such
motivation is an issue.multidimensional relationships are often described as
          One of the simplest ways to get“value constellations”.
motivated is to create a Self-Motivation Action Plan. 
By following this simple three-step process you canSUPPORT NEEDED FOR THE MANAGEMENT OF
create an action plan that will get you motivated again.CHANGE AND IMPROVEMENT OF HUMAN
 CAPITAL
STEP 1: Clarify the goalPresent industrial developments involve technology and
The first step of your Self-Motivation Action Plan is toorganization, the performance of both being highly
be clear about the end result. Identify a project thatdependent on human resources. Knowledge will
you lack motivation about. Let's use "Make some salesincreasingly bring a key competitive advantage within
calls" as an example.human resources.
Your goals should be SMART. In other words: Specific, 
Measurable, Agreed, Realistic and with a Timescale.Moreover, production tasks are being automated to an
 ever greater extent while the demand for a qualified
STEP 2: Identify the Obstacleworkforce is growing dramatically. At the same time,
The second step of your Self-Motivation Action Plan iswhen analyzing the workforce, we see a shortage of
to be clear about what is standing in your way. Thereskilled people in strategic industrial areas. The available
are two types of obstacles - practical and emotional.skills do not always correspond in quality and quantity
Examples of practical obstacles are lack of time,to the skills required. This contrast will place a
resources or information. Examples of emotionalsignificant strain on our society. The technology trend
obstacles are lack of confidence or fear of failure orindicates that unemployment will rise amongst unskilled
rejection.Workers. This will entail enormous efforts in the field of
Make a list on your Self-Motivation Action Plan of alleducation as well as a tremendous increase in
the obstacles standing in the way of you achievingcontinuous learning, and may require co-ordinate
your goal.efforts towards the benchmarking of knowledge
STEP 3: Handle Each Obstaclemanagement within different countries, regions or
The third step of your Self-Motivation Action Plan isorganizations, and the implementation of learning
the most challenging. Go through each obstacle andschemes.
handle it. If the obstacle is lack of time, ask yourself 
"How can I create time for this? What do I need toCONCLUSION
stop doing, start doing or delegate in order to create Finally I conclude that in the competitive world the
time?"organization should have the innovative ideas then only
If the obstacle is lack of confidence, ask yourselfit can lead the organization very successful. Human
"What am I afraid of? What is the worst thing thatResource leader should follow creative practices that
could happen?" Often the worst-case scenario is notpractices should help to develop the employer as well
as bad as you feared. But if it is serious, how can youas employee. Then only the organization can run
reduce the risk of it occurring? What resources dosuccessful.
you have that will help you?REFERENCE
As long as there are obstacles in the way you will lackGary Dessler , Human Resource management 8th
the motivation to complete your project. Edition published by Pearson Education(Singapore) pre
 ltd., Indian branch,482F.I.E,Paypargani.
However, a clear Self-Motivation Action Plan will help