In my existential search for meaning in HR, I\u2019ve tried for a very long time to understand what HR could really do for the business.\u00a0 Certainly talent and our ability to contribute to directing talent\u2019s growth through talent management is very important to our organization\u2019s viability and competitiveness for the future.\u00a0 But this doesn\u2019t change the way we look at human capital.\u00a0 In fact, to most of us, human capital are simply producers.\u00a0 Yes, we are increasingly a service society, but our view of human capital has not substantially changed.\u00a0 For HR to be viable in the future, we need to rearrange our understanding of what human capital is and what their contributions are.\u00a0 Without this fundamental change, we cannot successfully change our approach to HR strategy.<\/p>\n
As I stated before, the new value of human capital is innovation.\u00a0 The days that workers brought skills, labor, know-how to their jobs is over.\u00a0 Today, we call ourselves a knowledge economy.\u00a0 But we\u2019re so far past looking for simple knowledge that if we treat knowledge and intellectual capital as our most important assets, we\u2019re screwed.\u00a0 Innovation capital is so much more.\u00a0 Beyond simple knowledge, it\u2019s our employee\u2019s ability to analyze, problem solve, and innovate.\u00a0 It\u2019s the ability to be constantly creative and bring new ideas to the table consistently.\u00a0 It\u2019s the ability to collaborate as a complete organism to develop and retrieve the best ideas out of the organization.<\/p>\n
Innovation and new knowledge generation is not new, we just don\u2019t think about it in HR.\u00a0 We\u2019re so involved with our HR workforce planning and our talent management, we\u2019ve missed out on the fact that all this talent operates within an organization.\u00a0 It\u2019s not the organizational culture that makes success.\u00a0 Neither is it talent that makes success.\u00a0 The interplay between culture and talent to create an environment is what will breed success.\u00a0 I\u2019m not saying that we get away from talent management, HR metrics, and workforce planning.\u00a0 These are all good and necessary pillars that will hold up true and ongoing innovation.<\/p>\n
But why can\u2019t we just stick with talent management?\u00a0 Because talent management does only addresses a small part of the core business need of the organizations we work for.\u00a0 In today\u2019s knowledge economy, what matter is the creation of ideas.\u00a0 While necessary, talent simply allows us to fill orders (perhaps very well) and increase performance capacity.\u00a0 It does not modify the way people \u201cthink\u201d and connect ideas.\u00a0 The only way this is done is through careful and cultural attention to how we create ideas, and ideas are not created individually.<\/p>\n
I\u2019m not saying that innovation is an important output of or employees.\u00a0 I am also obviously not saying that innovation is the sole domain of the operations and production side of the business.\u00a0 I\u2019m specifically saying that innovation is the single most important value element that our employees produce.\u00a0 Employees bring talent.\u00a0 Therefore we must manage the talent of our employees.\u00a0 But the output of talent is innovation.\u00a0\u00a0 Therefore we must manage of talent must be directed to the production of innovation.<\/p>\n","protected":false},"excerpt":{"rendered":"
In my existential search for meaning in HR, I\u2019ve tried for a very long time to understand what HR could really do for the business.\u00a0 Certainly talent and our ability to contribute to directing talent\u2019s growth through talent management is…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[8,44,20],"tags":[],"class_list":["post-734","post","type-post","status-publish","format-standard","hentry","category-strategies","category-innovation","category-talent-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/734","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=734"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/734\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=734"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=734"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=734"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}