The article “Innovation Training: Making Innovation a Core Competency” explores the extent to which organizations are involved in innovation training. Even though innovation can improve performance, there are significant skill gaps to be addressed. The source traverses the level of involvement of the organization to address a significant skill gap that exists and present possible solutions that can be exploited to address the aforementioned problem (Michaelis & Markham, 2017). Interviews were conducted, and it was determined that the management’s view of innovation is focused on human capital, and innovation training happens on fewer occasions.
For many years, innovation has been prioritized and implemented through the development of supportive program. Despite the critical importance of innovation in the success of companies, some entities do not have effective strategies to excel in the endeavor. To attain good performance levels, companies need to include a variety of innovative-supportive initiatives designed to foster the development of the personnel. The supportive skills can be enhanced by tools and training, a factor which most companies lack.
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Companies do not focus on innovation training because of lack of funds or time to provide training, the assumptions that new employees have experience or education, or the ill definition of innovation. Lack of a clear connection between specific innovation skills and performance metrics makes it difficult to demonstrate clearly, the benefits of investing in training; hence, demystifying why most corporations are adamant towards implementing innovation training initiatives. Therefore, employees are left to train themselves, an approach that impedes productivity in companies that are focusing on innovation. Innovation training is addressed by assessing its current states in large companies and formalizing training.
The first intervention is formalizing front-end skill development. Innovation training, specifically, in front-end innovation, provides the foundation for increased employee productivity, and diminishes entrepreneurial risks. The process focuses on optimizing well-defined product development approaches. Hence, substantial investment in training is instrumental in improving quality, reduction of variance, and increasing efficiency while reducing waste. Lack of front-end innovation training skills results in a minimized ability of an entity to implement new ideas leading to incremental stagnation. Also, it leads to task ambiguity, commitment issues, and fixed mindset for recruits. Its development is barred by the complexity and lack of definition of events in the early stages of development. Typically, the first step of innovation training is the definition of the skills and attitudes for effective performance.
Exploration of innovation training stages showed that innovation is rarely done for either front-end or back-end success. However, front-end occurs less relative to backend training. Few companies have trained across all success factors, but a significant number of companies had no innovation training, therefore, supporting the impression that innovation training rarely happens in large companies. People form the core factor in innovation success. Principally, good people, culture, tools, and process are needed to make strategies useful; thus, the successful innovation system. Developing an innovation training system through training is another step in formalizing innovation training. In the analysis, it is clear that companies need a systematic approach to innovation training to build core competencies. As a result, innovation training should never be overlooked in corporate settings since the benefits associated with the practice outweigh the cost.
Innovation needs human capital to be profitable. Human capital is developed through training. Lack of innovation training can cause incremental stagnation, leading to lost growth as a result of missed opportunities. Given the fact that innovation training offers the opportunity to develop innovation culture, innovative skills, and proper recognition of companies’ innovation investments, the endeavor is crucial to the success of any business establishment.
Abstract
Being innovative in today’s corporate environment is a formidable task. In order to foster an innovation culture, it is vital to equip employees with tools and techniques to be innovative and productive at all levels. Innovation is critically important to the success of most companies. However, success has not been replicated and realized some firms because of the lack of capacity to truly excel. Many companies are devoted to improving product development practices and incorporation of lean methodology, leading to a more efficient innovative system. Despite efficiency in innovation systems, large skill gaps still exist that cannot be addressed by tools and process alone. Companies need a wide variety of innovative supporting skills for the personnel to perform better. To develop skills that would foster productivity, firms need supporting tools and training, which are often lacking.
The article presents a systematic review of the extent to which the management is involved in addressing the questions of innovations training, by assessing its current state in large companies. Moreover, the article advances suggestions on how managers can approach the formalization of innovation training. The source reports that the interviews conducted confirmed that management’s perception of innovation success factor is more focused on human capital and innovation training rarely happens. Therefore, hopefully, the article will equip the practitioners of innovation with useful information to enhance their success.
Thesis Statement
The article explores the importance of human capital training in innovation success. Essentially, physical capital cannot produce goods and services on its own.. According to Dottie (2017), firms’ stock of human capital is a determinant of its abilities to innovate. increasing training leads to more innovations. The other underlying idea in the article is that training of human capital helps engage staff in the achievement of innovation goals. Just as patients are involved in research (Etchegary at el, 2017), human capital guide the innovators.
References
Dostie, B. (2017). The Impact of Training on Innovation. ILR Review , 71 (1), 64-87. DOI: 10.1177/0019793917701116
Etchegary, H., Bishop, L., Street, C., Aubrey-Bassler, K., Humphries, D., Vat, L. E., & Barrett, B. (2017). Engaging patients in health research: BMC health services research , 17 (1), 192.
Michaelis, T. L., & Markham, S. K. (2017). Innovation Training: Making Innovation a Core Competency. Research-Technology Management , 60 (2), 36-42.
