HR&Innovation Survey Final Report
December 2013
_HR: > Innovation
Business gurus talk about innovation
Think digital, act analog. Thinking digital means that companies should use all the digital tools at its disposal--computers, web sites, instruments, whatever--to create great products. But companies should act analog--that is, they must remember that the purpose of innovation is not cool products and cool technologies but happy people. Happy people is a decidedly analog goal. Guy Kawasaki
Innovation has nothing to do with how many R&D dollars you have. It's not even about money. It's about the people you have, how you're led, and how much you get it. Steve Jobs
Business guru talk about innovation
Very often, innovative ideas are not received well by their own generation, and must wait for the next generation to be fully accepted. In fact, it may take years for society to accept an idea. The important message is to never stop dreaming and creating.
Richard Branson
Business guru talk about innovation
«HR & Innovation» Survey
HR & Innovation Survey
Conducted by Gras Savoye Signature Turkey in August
2013, the survey had the following purposes:
Understanding the innovation culture in companies and
analyzing how innovation reinforces corporate strategic
growth
Studying the role of HR departments in innovation
Studying which functions of HR are connected with
innovation
Participants’ Profile
Number of Employees in Turkey:
34% of the participants have between 251-500 employees. 28%
of the participants have over 500 employees.
Partnership:
57% of the participant companies are foreign companies, 32%
are locals and 11% are JVs.
Turnover:
27% 1 Billion TL and more
30% Between 500 Million TL – 1 Billion TL
43% Under 500 Million TL
Participants’ Profile
Participants’ Profile
N: 65
HR executives of Capital 500 companies.
48% between 36-42 years old, 70% older than 36. 81% women and 70%
work for 0-5 years in their current company.
Participants’ Profile
N: 65
Results
Why Innovate?
As for the purpose of corporate innovation, companies state
financial returns and competitive advantage in the first place.
What are the factors that impact innovation in the companies? N: 65
The Innovation Concept
Innovation as a concept represents creating a difference
through the brand and obtaining competitive advantage.
What does the concept of innovation mean for your company? N: 65
What is the purpose of innovation projects?
Primary purpose of innovation projects is the Efficiency
What is primary purpose of starting an innovation project in your company? N: 65
67% of companies invested on a new
technology which supported innovation
or novelties during 2012.
N:57
Planned Approach to Innovation
67% of companies indicate that they accomplished an
innovation project in their industry in the last 3 years.
Has your company ever accomplished an innovation project in its industry?
N: 65
However, companies’ innovation approach is not planned or
show no sustainability.
Planned Unplanned
Does your company have a planned approach to innovation?
No idea
N: 65
Approach to Risk
Majority of the companies take well-calculated risks.
How do you define the risk approach of your company? N: 65
Open Mindedness
1/3 of the different ideas do NOT turn into actions.
In general, what is your company’s approach to different ideas? N: 65
Attitude towards Innovation
Our top management shows its support to innovation: 83%
Our employees can easily share their ideas with top management : 94%
Innovation is not understood only as new products or profit growth: 71%
We accept mistakes during an innovation process as a learning opportunity: 75%
Our employees accept innovative thinking as a way of behavior: 46%
Innovative approaches positively affect our employees’ performance: 89%
There is a positive attitude towards innovation.
Despite this positive attitude, only 52% of the companies have a
Proposal System which supports innovative ideas, whereas 48% of
them have not.
Total percentage of «I strongly agree» and «I agree» answers.
N: 65
Proposal Systems
Even though there are several proposals coming to the
proposal systems, few are materialized.
In companies which have a proposal system in place, the number of
proposals in 2012 is over 30.
Proposals Made Proposals Materialized
Between1-3 18,46%
Between 4-6 9,23%
Between7-12 4,62%
Between13-20 1,654%
Over 20+ 10,77%
Between -5 12,31%
Between 6-10 10,77%
Between 11-20 3,08%
Between 21-30 3,08%
Over 30+ 23,08%
N: 65
HR’s Innovation Involvement
In 65% of the participant companies, an
innovation project was done during the
course of last year.
N:57
What was the degree of involvement of HR to these innovation
projects?
N: 57
HR is involved into an innovation process mostly when the
project is related to process development.
What was the main purpose of the innovation project you were involved? N: 57
HR’s Innovation Objective
Why does HR target innovation? >Efficiency, Engagement,
Performance
HR takes innovation into its agenda for many other factors, rather than solely
financial ones. N: 57
Innovation Culture and HR
To build an innovation culture:
Appreciate, Listen, Take Action and Create a Proposal System
What are the primary requirements for supporting an innovation culture in companies?
Developing an reward and recognition system 58% Listening to the ideas of employees and takin g actions 53%
Developing a proposal system 46%
Building a culture based on information sharing 37%
Giving responsibilities to employees beyond their own role 33%
Reinforcing collaboration between departments 30%
Providing personal development training programs 14%
Increasing internal communication 14%
Increasing rotation within the company 9%
Using different motivational methods 7%
N: 57
Hiring with increasing qualified work force in mind 65%
Adding innovation and creativeness dimensions to
performance system 58%
Building compensation and reward systems that will
reinforce innovation and creativeness 56%
Pioneering to create a working environment which
same values are shared. 54%
Ensuring that business and personal goals are aligned
47%
Practicing motivational methods to increase
performance 35%
Building effective career planning models
Creating a good job analysis methodology
21%
11%
In order to be successful in innovation, HR should be good at
hiring and creating an innovative work culture.
Only 25% of
participants
use innovation
as a parameter
in their current
performance
system.
42% of them
use it for only
certain groups
of employees.
33% of them
do not use at
all.
What should HR do in order to create a company succesful in innovation? N: 57
The Role of HR
HR professionals believe that they have
a strong say in the innovation decisions
in the company. 70%: Always or generally
N:57
Where does HR see itself in innovation?
We play an encouraging role in the organizational changes and
innovation in the company 100%
We encourage different ideas to develop the work of employees:
98%
We adapt easily to change and contribute to the change process
by creating new ideas: 97%
We are visionary and innovative as team: 84%
We provide training programs about innovation and creativity:
42%
Total percentage of «I strongly agree» and «I agree» answers.
How does HR see the innovation?
Innovation is a driving force to gain competitive advantage: 100%
HR is the leader in building an innovation culture in a company:
82%
We help employees understand their roles in innovation and
change processes: 74%
Total percentage of «I strongly agree» and «I agree» answers.
HR pioneers the usage of new technologies.
«As HR, we pioneer the usage of new technologies in the company.» N: 57
HR has an effective role in building the innovation
culture in the company
How effective is the role of HR in your company in adopting or keeping alive
an innovation culture? N: 57
Innovative Employees
Detection systems to identify innovative skills are
not often used by HR Departments.
Do you use any defined methodology in your recruitment process to detect
the candidates with strong innovative and creative skills?
N: 57
Innovation takes place as a success parameter or criteria in
performance systems, but only for a group of employees.
Does your performance system contain parameters or criteria that reinforce /
measure innovation and creativeness of your employees?
N: 57
Gras Savoye Signature - Consultants for the Research
Pınar Akkaya – Managing Consultant
Dilara Özgün – Senior Consultant
Burcu Bora – Consulting Services Manager
Sibel Çalışkan – Consulting Services Specialist
For more information
For more information about Gras Savoye Signature’s services, please contact:
Burcu BORA
Consulting Services Manager
Tel +90 212 329 29 47
E-mail: [email protected]
Pınar AKKAYA
Managing Consultant
Tel +90 212 329 29 31
E-mail: [email protected]
Dilara ÖZGÜN
Senior Consultant
Tel +90 212 329 29 17
E-mail: [email protected]
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December 2013