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Disruptive Innovation A Human Resource Perspective
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Disruptive Innovation A Human Resource Perspective
Part 1
Examples of Disruptive Innovation
The recent era of technological advancements implies a rapid transformation of different dynamics and in turn, alluring a persistent disruption in business mtier. The disruption poses significant alterations that either agitate or re-order the internal and external environment of a business (Kumaraswamy et al. 2018). The term Disruptive Innovation was first derived by Clayton M. Christensen in 1995 and is widely acknowledged as the most impactful theory of the early twenty-first century. According to business conceptualization, disruptive innovation is a contemporary perspective that establishes innovative and novel market places and value networks, and in due course, disturbs the balance and practices of the present value and market networks. Moreover, the incorporation of innovative disruption also displaces the alliances, products, and conventional market for leading organizations (Bagehot, 2017).
In a real-life business environment, a myriad of small and giant organizations are implementing disruptive innovations to their business processes, products, and services. In the following, three instances of best disruptive innovative players Netflix, Airbnb, and Amazon are elucidated.
Netflix and Disruptive Innovation
Netflix is the most ubiquitous example of disruptive innovation the organizations transformed itself from a convenient DVD mail-out supplier to an extraordinarily expedient and cost-effective entertainment product. Through its innovative prospect, Netflix underlined a market that was totally ignored and was not explored by any other competitor. The unique design of Netflix market niche targets the consumers who are movie freaks and Netflix accessed them as a tailored producer in proffering a diverse variety of entertainment. Initially, Netflixs ideology and business stratagem operated and thrived in a prominently different market segment and posed less or no threats of previously functioning areas. Nevertheless, regardless of bountiful yields, Netflix disrupted its already pursued business archetype, and out of its comfort zone, Netflix jumped into the waters of an innovative market segment of streaming media. Phenomenally, the notion of disruptive innovation did not hurl Netflix out of the market instead, it pushed it further and adjusted in the Blockbuster competition. In 2013, Netflix attempted the most up-to-the-minute disruptive innovation by penetrating into the production business. Consequently, Netflix became a hot cake and asserted the vitality of disruptive innovation simultaneously (Moore, 2017).
Amazon and Disruptive Innovation
It was 2016 when Amazon implied the notion of disruptive innovation to dislocate the conventionally accepted idea of brick-and-mortar grocers. In due course, Amazon initially acquired more than 2,200 grocery stores and afterwards in 2017, Amazon purchased the Whole Foods chain. Amazon did not feel at rest with all this disruption and interlinked the most maladjusted faction of the United States healthcare system and established trading bonds with Berkshire Hathaway and JP Morgan. According to the latest report, Amazon endeavours to getting suffused into the ticketing market as a substantial initiative toward disruptive innovation. In this context, Amazon is aiming to disrupt the Ticketmasters industry by a considerable margin (Bylund, 2017).
Airbnb and Disruptive Innovation
Airbnb is a widely recognized business model and a classic instance of disruptive innovation. Airbnb allows its consumers to indulge residential rental facilities in relatively low prices and recently, Airbnb has expanded its operational horizons by the inclusion of medium and high priced temporary accommodations (Bailey, 2019). The technological implications of Airbnb business design equip customers with an opportunity to explore the location, living conditions and prices of rental setting through an online portal. The prevalent tinge of innovation augments the prominence of Airbnb in consumers circle and posing exacerbated competitive whiff to the rivals. The acceleration of Airbnbs disruptive innovation makes the competitors exhausted, and they feel flabbergasted regarding devising counter-strategies to beat the innovations of Airbnb (Ma, 2018).
Conclusion In the above only three examples of disruptive innovation are explicated however the business world is laden with a myriad of such instances PayPal, Alexa, virtual reality and podcast all are tightly knitted with the ideology of disruptive innovation. Despiteall the associated factors of disturbance and dislocation, the conceptual framework of disruptive innovation features undeniable fruition. Therefore, numerous businesses are seeking to establish their operations in low-end or new and less-explored market segments to extract the true essence of creative and innovative initiatives. However, Uber and Tesla regardless of all of their innovative inclinations, are not considered from the disruptive clan because they are not dealing with lower prices neither they discovered new market footholds.
Part 2
HRM Functions and Disruptive Innovations
The rise and falls of organizations in growing industries which are explicitly or implicitly intertwined with disruptive innovation are a significant theme of inquisition the impact of management and strategy, technology, and economics (Chandra Yang, 2011). Disruptive innovation can be explicated through the instance of the advent of computer technology in different fields of life that modified the executing the task to a great extent (Christensen, 2015). Similarly, the idea of disruptive innovation encapsulates all the operations of a business and asserts a need to address the changes with utmost agility and implementation of adequate stratagem. In due course, when HRM comprehends the significance of innovation and reacts toward the challenges of the disruptive environment, it can be defined as disruptive HR. The Disruptive HR enwraps the job markets and their unique necessities along with organizational objectives and talent pool to elevate the overall innovation of business practices and value propositions. Human resource management affirms that in order to comply with extensive market needs and dynamic paradigms shift the organizational setting, systems, and people should be disruptive instead of disrupted (Thomas, 2016).
In order to respond to disruptive innovation, Human Resource Management requires responding to all the interconnected threat and opportunities posed by the concept both on inner and outer levels. For this purpose, HRM has to create synchronization among all innovative initiatives and its fundamental functions (Ekuma, 2015). Some of HRM functions such as job market, equal opportunities, and technological implications are external facets meanwhile policies, health and safety, and organizational cultural intricacies are internal aspects. The HRM is comprised of the following primary functions.
Screening, recruitment. and hiring
Training and development
Equal opportunity provisions or diversity-based inclusive practices
Contracts
Workplace safety
Human Resource Planning
Incentives and Compensation
Performance Appraisals and feedbacks
Complaint procedurals
Etcetera
Innovative Recruitment
The emergence of social media has infused an enormous amount of innovation in talent pools and local and international job markets. And therefore, organizations are encountering a considerable shift in attaining the applications and access to the potential employees and desiring talents. The disruptive technologies emphasize the autonomy of users and entice the convenient modes of print design and self-service web. Recruiters in the modern epoch, have countless technological tools that assist them both online and offline and work as efficient facilitators. Such devices include social media junctions (Facebook, Twitter, Youtube, Instagram), brand or third-part blogs, online job search sites (such as monster and Jobsite), employment fairs and networking occasions. All such devices depict extraordinary efficacy in helping the organizations to obtain their matching talents and fulfilling their business objectives smartly and competitively. However, along with all mentioned disruptive leverage, the overall concept of employees/business collaboration is also imperative in disruptive HR. Moreover HRM should be agile in anticipating the next innovative, disruptive motives and should understand that the cloud marketplace will be the next giant in privately recruiting and trading and therefore HRM models and planning should be developed accordingly (Kopoulous, 2019).
Screening and Disruptive Innovation
In past decades, the hiring was supposed to be done through a vacuuming practice and pursued the mere judgments of the hiring manager. However, the new HR models have altered the ways the peers are getting involved in evaluating the best fit for a vacancy. The modification is referred as an innovation in organizational culture, and it is elaborated that the co-workers are an effective jury to determine the qualified fit during the screening process. In this regard, the innovative organizations arrange different events which promote the amalgamation of prospect candidates and the team such meetings follow the interviewing approach to assess the feasibility of candidate (Tucker, 2016). According to the innovators, such instances relay to the candidates about the modernity and swiftness of the organizational cultures and highlight the modified and collaborative endeavours of business which are expected from employees as well. Take the example of Airbnb which conduct two types of screening interviews that include technical and functional discussions to measure the core values and other identical elements of prospect employees.
Innovative Disruption and Training
Along with other dynamics of HRM functions, the emergence of disruptive innovation has impacted the training and developmental practices of an organization as well. In ancient times businesses used to bore the employees and other resource persons through monotonous PowerPoint presentations that probably took an eon to get finished and the learning outcomes were never so impressive. As a substitute, the innovative practices established the platforms that allow users to get advantages from e-learning facilities. LinkedIn and Udemy are the most eminent training junctions that feature hundreds of training courses with the ease of appraising the pace, comprehension, and feedback on the perceived learning of an employee in a far enthralling and engaging manner. In due course, employees are not confined only to their expertise area and are encouraged and empowered to explore other technological territories as well.
Predictive Analysis and Disruptive Innovation
The implication of contemporary technological advancement is laden with handiness in tackling and juggling with the massive data and information. It is affirmed that in the modern age HRM necessitates the substantial and concrete skills to analyze the wide data range regarding workforce and other relevant people, such insight then will be used as a practical tool in devising and implementing valuable strategies. In such cases, the imperativeness of pragmatic software and data storage platforms increases manifold the possibility of handling massive data enhances the prospects of a promising future for HRM. Through concoction of practical tools and devices, management will be capable of pinpointing the performance standards and actual performance of personnel. Afterwards, such identification will provide management with a plan to fill the performance gaps through training or recruitment. Furthermore, the similar data machines are able to elaborate the promotional, incentive and other interrelated requirements of the entire workforce without much hassle (Kopoulous, 2019).
Performance Management and Disruptive Innovation
In order to pervade disruptive innovation to HR functions, numerous organizations are shunning the deteriorating practices of annual performance reports instead, they are supporting the idea of real-time performance feedback for instant actions. Performance evaluation software is prevalent in this regard as it proffers peers feedback and provides the employee with an opportunity to reevaluate his performance and in setting viable and realistic performance-based benchmarks.
Conclusion
As a matter of fact, the innovative disruption and its connectivity to HRM functions allude to endless debate and elaboration. The business environment both on internal and external scales is swarmed by exceptional advancements in technological developments and the insinuation that of course have altered the traditional requirements of HRM altogether. HR management needs to respond to all internal and external innovative disruptions to follow the flow of triumph and fruition and to gain significant competitive advantages over the best HR practices of rivals. Online tools, technological devices, innovative and creative modes, and techniques and other agility-based facilities, architectures and infrastructure, and networking all should be slyly interwoven into the tapestry of HRM function. It is the only way to respond to the ever-changing business environment and to sustain ones presence in the run of exceptional advances. HRM functions such as recruitment, training and development, performance evaluation, compensation and incentives, promotion and transfers, policy and planning, health and diversity, and many others are indispensable to be handled in the accordance of innovative parameters. Technological innovation and creative disruption have ultimate potency to endorse international and handy connections that are essential to inflate the bottom line of the business. Moreover, the organizations can observe mergers and acquisitions in responding to the outer disruptions on the other hand, transforming ones business model paves the path for responding to the disruptive internal innovation.
Reference
Bailey, D. (2019). Why Airbnb Is Disruptive Innovation and Uber Is Not. online Inc.com. Available at https//www.inc.com/dave-bailey/why-airbnb-is-disruptive- innovation-and-uber-is-not.html Accessed 17 Nov. 2019.
Bagehot (2017).Jeremy Corbyn, entrepreneur. online The Economist. Available at https//www.economist.com/britain/2017/06/15/jeremy-corbyn-entrepreneur Accessed 16 Nov. 2019.
Chandra, Y. and Yang, S. (2011). Managing Disruptive Innovation Entrepreneurial Strategies and Tournaments for Corporate Longevity. SSRN Electronic Journal.
Christensen, C., Raynor, M. and McDonald, R. (2015). What Is Disruptive Innovation. online Harvard Business Review. Available at https//hbr.org/2015/12/what-is- disruptive-innovation Accessed 16 Nov. 2019.
Ekuma, K. (2015). The HR Function of the 21st Century A Critical Evaluation of its Contributions, Strengths and where it needs to Develop. Advances in Social Sciences Research Journal, 2(1).
Kopuslous, A. (2019). HR Disruption Trends and Opportunities. online EmployeeConnect HRIS. Available at https//www.employeeconnect.com/blog/hr- disruption-technology/ Accessed 16 Nov. 2019.
Kumaraswamy, A., Garud, R. and Ansari, S. (2018). Perspectives on Disruptive Innovations. SSRN Electronic Journal, 55(7), pp.1025-1042.
Ma, F. (2018). Disruptive Innovation A case study of AirBnB. online Medium. Available at https//medium.com/@feinima/disruptive-innovation-a-case-study-of- airbnb-450c75d5c910 Accessed 17 Nov. 2019.
Moore, J. (2017). Using disruptive innovation to transform your industry Idea Drop. online Idea Drop Idea Management Software. Available at https//ideadrop.co/how-3-companies-used-disruptive-innovation-to-transform- their-industries/ Accessed 16 Nov. 2019.
Thomas, A. (2016). Disruptive Technology And Strategies For Human Resource Management. International Journal of Human Resource Industrial Research, 3(6), pp.67-78.
Ray, J. (2012). Evolving Human Resource (HR) Management to Cope with Disruptive Innovation Technologies. SSRN Electronic Journal.
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