INNOVATION AND

HUMAN RESOURCES MANAGEMENT

Seminars on Innovation and Sustainable Development
1st Semester 2015
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AGENDA
Human Resources and Team
Management

Why Should Companies

Innovate

Cultivating Innovation
through Human Resources

Case Study
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HUMAN RESOURCES AND TEAM MANAGEMENT

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HUMAN RESOURCES AND TEAM MANAGEMENT

Human Resources
The department or support systems responsible for
personnel sourcing and hiring, applicant tracking, skills
development and tracking, benefits administration and
compliance with associated government regulations.

Responsibilities: payroll, benefits, hiring, firing, and keeping

up to date with state and federal tax law
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HUMAN RESOURCES AND TEAM MANAGEMENT

Team Management
The administration of a group of people assembled to
work on a particular project or to perform a particular
function within an organization.
Goal for Team Management: Actively involve all
group members in working toward a common goal
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WHY SHOULD COMPANIES INNOVATE?

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WHY SHOULD COMPANIES INNOVATE?

Why should companies innovate?

Economy has become more global than ever before (new
technologies for processing and distributing information).
Its a question of being different- nothing grabs the attention
of an audience as well as talking about new things, whatever
they are

What do we mean by innovation?

Introduction of a new physical thing or a new method or
service
In the business world: coming up with new products and
service attributes that are introduced to the market.
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WHY SHOULD COMPANIES INNOVATE?

Why innovate?
Innovation can be a differentiator between market leaders
and their rivals.
Can help to discover which opportunities exist, or are likely to
emerge in the future.
Helps to stay ahead of the competition as markets,
technologies or trend shifts.

Strategic reason
Financial reason
Commercial reason
Organizational reason
Human factor reason
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CULTIVATING INNOVATION THROUGH HUMAN RESOURCES

Corporate Culture
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CULTIVATING INNOVATION THROUGH HUMAN

RESOURCES
Corporate culture

Pattern of shared basic assumptions that the group learned as it

solved its problems of external adaptation and internal integration,
that has worked well enough to be considered valid and, therefore,
to be taught to new members as the correct way to perceive, think,
and feel in relation to those problems. Schein (1997)
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CULTIVATING INNOVATION THROUGH HUMAN
RESOURCES
Corporate culture

Organizational culture values for creating innovation:

Autonomy with special emphasis on employee empowerment

Risk taking, including a high tolerance for failure
Proactiveness
Cultural emphasis on achievement
An open learning culture that encourages constructive dissent
Creativity emphasis on teamwork values
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CULTIVATING INNOVATION THROUGH HUMAN
RESOURCES
Corporate culture

Reinforcers that enable the conveying of these cultural values to

employees:

Managerial support for and top management involvement in

innovation activities
Reward systems, with explicit goal setting, feedback, and rewards
based on results.
Explicit resource commitment (e.g., time, monetary resources) for
innovation
Decentralized decision making structures with minimal formalization
and bureaucracy
Participative leadership styles that offer maximum autonomy to
employees, which in turn leads to employee empowerment
Challenging work assignments and team structures for task
assignments whenever possible
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CULTIVATING INNOVATION THROUGH HUMAN RESOURCES

Corporate Motivation
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CULTIVATING INNOVATION THROUGH HUMAN
RESOURCES
Corporate Motivation

Give employees good working conditions

Good salary
Give employees authority
Earn bonus: Create healthy competition and recognition
Ask employees individually what motivates them: Offer
opportunities for self-development:
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CULTIVATING INNOVATION THROUGH HUMAN
RESOURCES
Corporate Motivation

Foster collaboration within the team

Encourage happiness
Do not punish failure
Do not micromanage
Make people feel appreciated
Celebrate each success
Support new ideas
Give challenging tasks
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CASE STUDY
Outsystems
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CASE STUDY
Outsystems

The Small Book of the few Big Rules

1. Ask why
2. The Small Crisis
3. Challenge the Status Quo
4. Be Helpful
5. 80/20: Prioritize always
6. Communicate to Be Understood
7. Excel
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REFERENCES

Davila, Tony, Marc J. Epstein, and Robert D. Shelton. The Creative Enterprise [Three
Volumes]. Greenwood Publishing Group, 2006.

Entrepreneur Media, Inc. (2015). Human Resources.

http://www.entrepreneur.com/encyclopedia/human-resources

Webfinance, Inc. (2015). Team Management.

http://www.businessdictionary.com/definition/team-management.htm
THANK YOU FOR YOUR ATTENTION
Mafalda Marques N. 67276;
Mariana Mascarenhas N. 72507
Jens Bambrowicz N. 80564