a human relations specialist at a small manufacturing firm interested in adding

Question

a human relations specialist at a small manufacturing firm interested in adding employees capable of conceptualizing and designing new products, you have been asked to develop screening criteria to rate new recruits on the following dimensions:

Knowledge, skills, and expertise

Drive, motivation, and perseverance (intrinsic motivation)

Creative thinking

Self-confidence, independence, and willingness to take a risk

Willingness to be flexible and seek support as required

Explain in detail how you will complete this task, along with the recommendations you will make to individual departments in their quest to hire highly innovative individuals.

Submit your answers in a 4- to 5-page Microsoft Word document.

text book: Managing Innovation and Entrepreneurship Robert D. (Dale) Hisrich; Claudine Kearney

Explanation / Answer

knowledge represents the awareness about the work to the employee interms of what exactly the work is, how it can be complete with minimum resources and maximum output. skill can be say as the ability to complete the task by considering all the given limitations. expertise means the indepth knowledge and ability to complete a task in a given field of profession. the one who works in a firm if he have all these he can become a good worker or master in the given field.

along with all he should have a zeal to work, always he needs to try for new and what next, he should not stop his journey at a particular point and always looks for different methods and innovative thoughts. doing the same work again and again is does not work here. you do works in a different way, then automatically you may get right output in right time.

here the level of confidence, willingness to take risk depends on moral autonomy at work place. it describes the abilities to take risk in given conditions, and carry the responsibiliteis towards the work irrespective of anyother aspects. because if you are unable to take right decision at right time, it may not provide right outcomes in future. it destroys the firms future.

and the most important factor is flexibility at work and in policies. what ever the process or work or policies you designed, they should facilitate people feel more comfortable with work and complete work intime. they should be employee friendly, not in a rigid way and because of these the employees should not suffer.

work place flexibility and importance:

flexibility is about an employee and an employer making changes to when, where and how a person will work to better meet individual and business needs. flexibility enables both individual and business needs to be met through making changes to the time (when), location (where) and manner (how) in which an employee works. flexibility should be mutually beneficial to both the employer and employee and result in superior outcomes." (1)

formal flexibility policies are "officially approved human resources policies, as well as any official policies that give supervisors discretion to provide flexibility."

informal flexibility refers to "policies that are not official and not written down but are still available to some employees, even on a discretionary basis."

while most formal work arrangements can usually be identified, organizations acknowledge that utilization statistics probably underestimate the true reach and impact of flexibility, as they cannot accurately determine the extent of informal flexibility—for example, employees who occasionally alter their work hours or work from home.

importance of creative thinking at work:

being creative in the workplace goes far beyond making the prettiest spreadsheet or the most colorful Power Point presentation. Instead, there are two main ways that creativity is absolutely needed in the workplace: creative thinking and creative problem solving.

creative thinking is pretty simple to define, but a bit harder to implement. basically, if you’re a creative thinker, it means that you come up with ideas that are entirely unique.

It’s easy to come up with the same rote concepts for a project or a new campaign, especially if you’ve used them before. but when you start thinking creatively and getting a little daring, you may be surprised at what your brain can come up with. it’s this “throw everything to the wall and see what sticks” method that creative thinkers truly shine at.

an additional bonus to being a creative thinker is that you understand the success in failure. I know this sounds a bit strange, but hear me out: creative thinkers know that one’s talents are best used to make results that might come from unordinary circumstances or out-of-the-box methods.

to get these results, you may need to take a risk–something that can be frowned upon in the workplace. this can also be a bit scary, because it means you might fail.

if you’re forever trying for success (because failure is not an option), then you’ll be reticent to step out of your bubble. you’ll be using your creativity in ways that guarantee safe and secure results, and that’s not what creative thinking is for. shaking up the status quo is the modus operandi of creative thinkers, and is one of the biggest reasons why creative thinkers are valued in the workplace.

creative problem solving comes into play when trying to fix an issue that has many possible resolutions. while a lot of problems in the workplace have one or two clear solutions, creative people have the ability to look at all sides of the issues, and many times can come up with solutions that might be completely new and interesting.

Related Questions

Navigate

• Browse (All)
• Browse A
• Subjects

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.