Emerging Role of HR & OD in Fostering a Culture for Innovation
Open to the private sector only. Limited to 20 participants (first come first serve basis)
Who Should Attend
This program is intended for senior and mid-level leaders in Human
Resources and Organization Development who have any of the following
- Talent Acquisition and Development
- Leadership Development - Work Process Improvement
- Performance Management - Organization Culture
- Organization Design - Organization Change
The time has arrived when "being innovative" is a required core competency not just for organizations, but for every person, in every job, every day. A study by KPMG gave a decisive call to the HR and OD communities to step forward and embrace their proper role in fostering a culture for innovation:
In addition, intellectual capital - the knowledge assets that form the basis for future innovativeness - has become the key measure of future business value and performance. Intellectual capital is a domain of HR and OD that comprises 70-90% of themarket value of knowledge-based companies.
Winning companies first and foremost have developed cultures where innovation is seen as an objective that
employees at all levels and in all roles strive to achieve on a day-to-day basis.
So… What is the role of the Human Resources and Organization Development functions in promoting a culture that actualizes these twin capabilities: enabling innovation in everyday work and growing intellectual capital?
This workshop will give HR and OD functions clarity about their emerging role as a strategic partner to promote and build essential innovation competencies in their various activities, such as:
leadership development, talent development, career progression, training, coaching, performance enhancement, and change management.
This workshop will give senior and mid-level leaders in Human Resources and Organization Development
clarity about their emerging role as a strategic partner to promote and build essential innovation with the following objectives:
1. Individual and Team Competencies
- Establishing a common language and understanding for the art and discipline of innovation
- Following a disciplined process to innovate from start to finish, across functions and cultures
- Advancing the qualities that enable collaborative innovation
- Strengthening the good character that can impact the "what, why, and how" of innovation
- Becoming versatile in four distinct styles of innovative thinking
2. Executive Competencies
- Leading and managing sixteen factors that directly impact the culture for innovation
- Assessing organizational performance in terms of growing both tangible and intangible assets