Hello all! I recently read about methods to encourage workforce at an organization. So can anyone with knowledge in this filed throw some light on how will developing a culture of innovation among the employees impact my organization ?
From India, Gurgaon
Dinesh Divekar
Business Mentor, Consultant And Trainer

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Dinesh Divekar

Dear Shree,

Heading of your post should have been "Impact of Culture of Innovation on the Organisation" OR "Impact of Innovative Employees on the Organisation" and not "employee's impact on organization".

A culture of innovation is always important for the organisation. US MNCs like Apple, Google or 3M thrived because of they fostered culture of innovation. However, fostering culture of innovation begins from the top. What if the top leadership is weary of experimenting something new? What if they are shy of spending on R and D of any kind? What if top leadership prefers competitors creating something new and allowing them to take first mover advantage?

To foster a culture of innovation, first you need to measure process cycle time and your various spend categories. Your innovative practices should reduce either cycle time of some process of some cost. Generating newer ideas is not easy. To generate new ideas, employees should be prepared mentally. For this, their job knowledge and motivation also matters. Therefore, your second task is to train your employees on how to be innovative. The third task is to record information in a very organised manner as to what was increased or decreased because of the innovative ideas generated from the employees. It should be part of your induction training.

My Experience at Cement Plant in North Karnataka: - Once I conducted brainstorming session for the engineers of prominent cement plant of north Karnataka. It was on energy conservation. It is 10th energy-efficient plant in India. In the last five years, energy saving or otherwise, about 1,000 process improvement ideas have been implemented in this plant. Against this backdrop, generating ideas on energy conservation was tougher task. However, my facilitation opened the floodgate of ideas. I had conducted the session in two batches. The following statistics is quite revealing:

a) Batch I

Total participants: - 49

Total Number of ideas generated: - 300

Innovative ideas: - 19

b) Batch II

Total participants: - 39

Total Number of ideas generated: - 99

Innovative ideas: - 17

At the end of the session, participants openly acknowledged that they could not have generated such huge number of ideas on their own. Because of the entire exercise, CEO immediately estimated that they can save power bill roughly by 2-3% Talk to your management and if you wish to hire my services for innovative practices, I will help you.


Dinesh Divekar

From India, Bangalore

I agree with the fact that mental agility and job knowledge of the employees are very important for the culture to expand. But how is this co-related to reducing either cycle time of some process of some cost. Could you explain that point.
From India, Gurgaon

I believe that a cultural innovation is key to participation and something like this you can read in this really cool article I read- Effective ways to revive talent management in Asia
From India, Gurgaon

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.

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