Innovation in HR

inovação no RH

When we think about bringing innovation into a company, we need to consider the role Human Resources will play in this process. After all, HR is responsible for training and developing employees, and that includes preparing them for innovative technology and processes. Innovating in HR is identifying how new technologies and practices can be integrated in the company to increase performance and results.

Innovation and growth: how to ensure both have space in HR

Innovation is often a concern in established companies, and its adoption can increase sustainability and profitability in organizations. When we talk about innovation, products, processes and services connected to technology come to mind. But what about the people involved? In order to drive adoption and optimal use, HR must adequately prepare employees. 

Thus, an essencial part of innovation is helping teams to develop skills that will be needed in the future. HR needs to go beyond the reactive stance and act proactively, strategically identifying weaknesses and strengths and training employees accordingly.

In order to do so, connecting with innovative technology companies can be valuable, as well as conducting benchmarks to understand best practices when it comes to building a future-oriented company. Having the organization’s larger goals in mind is key, as they will serve as a guide to which skills employees need to develop. By doing so, HR can become an important ally in driving change and innovation within the company.

How to transform your management

HR must clearly communicate goals to the employees, but that alone isn’t enough. Talent management must be strategic, and investing in employees’ development is paramount for the company’s success in adopting and driving innovation.


HR must assess honestly where they stand now, how things work in the present moment, and determine where they want to get to. After clearly defining goals, it is easier to structure a plan to achieve them.


Being data-oriented is key, as having clear indicators, numbers and data to back up your claims is the best way to gather support from team leaders and employees when adopting a new technology or process.


More than just knowing the company’s goals, HR must actively be involved in defining them from the start. In order to be transformative, HR must take a proactive stance, bringing change and solutions before complaints even reach them. 

Digital Transformation and HR

In the past couple of decades, technology has advanced in leaps and bounds and transformed our world. Companies that lack the vision and support to invest in innovation are quickly being left behind by their competition.

However, being future-oriented is not enough. Companies must work to ensure their employees are treated in a fair and respectful way, and have their doubts and voices heard as new processes and technology are adopted. This is paramount, because workers need to be physically and mentally well in order to deliver the best results, and forcing them to change without support can lead to disastrous outcomes. 

This is why HR must be at the forefront of innovation initiatives, to prepare and train employees, and gather support in order to make changes as smooth as possible.

And of course, HR must also invest in technologies that can optimize their own processes. Artificial intelligence, for example, can be applied to hiring processes to help screen thousands of candidates in seconds, quickly identifying those who closely match the job openings. With the help of technology, HR professionals can stop doing repetitive tasks and dedicate time to more strategic activities instead.


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