Introduction

Innovation is more than just a creativity and ideas (Harvard Business Review, 2010). While creativity is the capability of conceiving something original or unique, innovation is implementing something new that has value to others (Both), 2014) and business leaders have come to an agreement that innovation is one of the top three global challenges (The Conference Board CEO Challenge ™ 2013, 2013). The value of innovation is that it can be the source of business growth and success and help sustain competitive advantage (Business.gov.au, 2015). Thus, to get employees to be innovative, Human Resource Management plays important part in catering the goals and objectivity of a company.

Main Body

In order to cater and sustain innovation in the business, culture plays important part in Human Resource Management (HR as a driver for organizational innovation, 2013). The manager has to ensure that employees see innovation as part of their important job task and responsibility. For this to happen, Human Resource Management has to find and recruit talents amongst their candidates and offer rewards for the skills and contributions of employees. Rewards can offered by having recognition scheme, for example, as it can help further motivate the staff to contribute more ideas even if it is not favorable (HR as a driver for organizational innovation, 2013). The more motivating and challenging the tasks are, the more outputs are contributed which therefore, can nurture the value of innovation and implement it as a culture.  

Also by providing training, employees can discipline themselves in committing their tasks to help achieve the goals and objectives of the business. Training by sending off few of the employees for learning and upgrading skills, for instance, can help to increase their confidence and loyalty to the business. HR Manager can assess their skills and outputs by carrying out performance management test (HR as a driver for organizational innovation, 2013) in order to maintain and adapt the competitiveness in the environment and enhance the credibility of human capital.  

Conclusions and Recommendations

With the emergence advanced technology and increasing number of educated people, the ability to conceive more ideas and talents amongst people are getting more accessible and convenient. Therefore, it is vital for business to invest more on human capital especially in a dynamic environment nowadays. This is to ensure that the business can survive long and perhaps achieve market leadership to be successfully profitable. Failure to recognize the importance of Human Capital can actually lead to a lower success of the business even when there are lots of money invested in Research and Development department. The reason so, is that human skills and talents are the backbone of the company and the utmost important asset.

Published by Ngonidzashe Jokomo