Evolving Human Resource (HR) Management to Cope with Disruptive Innovation Technologies

Abstract

Businesses are responding to the threat of disruptive innovation technologies by upgrading their capabilities and practices. These upgrades ensure implementing organizations become more adaptable, and flexible, with respect to their ability to alter business strategies in response to changing market conditions. Due to its orientation, the HR profession has traditionally had no involvement with shaping a company’s strategic business path. In today’s environment, however, businesses are requiring the HR role to transform from a traditional administrative service to one with a strategic focus that adds value to business operations.

HR professionals now share with executive management the responsibility to instill innovation into the organizations they support. By having a renewed interest in creating synergy, taking steps to ignite employee engagement, undertaking the new role of creating value for business operations, being the steward of the company’s brand, calculating the knowledge value of employees, leveraging social media to improve collaboration, and implementing new processes for acquiring, managing, and retaining clever, high potential employees, HR organizations are evolving into a new type of role to ensure the companies they support can handle upcoming innovation cycles. The HR function is evolving from an administrative one, into a strategic role where HR professionals are increasingly being asked to create value and contribute to the business success of their organizations.