HR Innovations - Whatcha Got?

In regard to Ralf Junge's blog entry: Innovationen in der HR-Arbeit – Was? Wer? Wie? Warum?

Last week, Ralf was requesting, well actually demanding rightfully, more progress in HR. This request certainly met open ears of plenty which made Ralf check for more input regarding the key: Innovations. 

Now a lot of companies have tried all kind of existing techniques in HR, went back and forth and eventually got stuck on the level they are now. Most companies even run the, in my opinion, completely wrong way of outsourcing. After all, sites like hr-innovations.com promote it. The from outsourcing being an HR innovation we consider to be truely innovative and less... how to say, culture destroying, is another thing to be discussed. One day folks, one day. ;) 

Back to the actual matter. Ralf knows it from his studies still, and me from my vocational school and the terror of final exams too. The theory "Diffusion of Innovations" by Everett Rogers. The theorem shows and describes the characters and spreading process of innovations. According to Rogers innovation is an idea which is apprehended as "new" to an individual. Over a certain period, this new idea is spread via several channels meeting the members of a social system/ community. That's the diffusion of innovation, or as we Germans would say: innovation diffusion. Yea, say that three times out loud, fast.  But it is easier understood when seen:

Depending on the types shown and the social community targeted, implemetation of such ideas can be approached accordingly. I am not gonna get into this much now. Let's call it suppression. But you definitely should check out the Adoption Lifecycle to find out what kind of "adaptor" you are (English/German)

But I searched for more detail. Again, suppression makes one nosey to find more, differently. And I came across this blog featuring the study by futurestep with the very informative list: 

• Over three-quarters expect employers to be innovative in the way they retain and engage their staff.
• 72% expect employers to be innovative in the way they develop people, but only 36% think that their current company is innovative in those fields.
• 79% agree that innovative approaches to engagement and development would make them more likely to perform better in their jobs.
• 49% say they would be more likely to take a job advertised or offered in an innovative way, and 51% believe that innovative approaches to recruitment would make them feel more positively about that company overall.

Basically saying: If you (the employer) are not innovative, you loose. 

For more pretty picturized stastics, check this link.

So after Ralf's last weeks request we wanna know: What kind of HR-innovations works best for your company, how was it introduced or applied and why is it working, or not working? 

Who are the Innovators and Early Adopters in HR? Ralf is going to find it out and report for sure. Stay tuned.