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<h2>HR Innovation in einer Enterprise 2.0 – Herausforderungen und Chancen der Personalabteilungen</h2>
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<p><strong>HR wird zukünftig nur auf Augenhöhe wahrgenommen, wenn es Innovationen fördert und selbst innovativ wird.</strong></p>
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<p>Clayton M. Christensen (US-amerikanischer Wirtschaftswissenschaftler; Forschungsschwerpunkt: Innovation in Unternehmen; Veröffentlichung: The Innovator’s Dilemma (1997)) zeigt in seinen Untersuchungen, warum großartige Unternehmen im Wettbewerb um Innovationen versagen, obwohl sie »eigentlich« alles richtig machen. Eine Facette des Dilemmas ist, wenn Unternehmen nur nach den vorherrschenden Managementmethoden handeln. Eine Funktion im <a href="http://www.hr-innovation.org/">Innovator’s</a> Dilemma ist HR – die Innovationen nicht treibt, sondern verhindert.</p>
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<p>Können Sie sich eine Welt ohne Internet, Mobiltelefon, Wikipedia, Google, Facebook oder Amazon vorstellen? Nein? Vor weniger als 20 Jahren war das Realität. Der technologische Fortschritt hat unser Kommunikationsverhalten revolutioniert. Er hat Marktkräfte auf den Kopf gestellt und neue Branchen hervorgebracht.</p>
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<div class="wp-block-image"><figure class="alignright"><img src="http://www.hr-innovation.org/wp-content/uploads/2018/12/Stephan-Grabmeier-HR-Innovation-in-einer-Enterprise-2.0-HR-Innovation-189x300.jpg" alt="" class="wp-image-32"/></figure></div>
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<p>Zudem wurde der Begriff der »Wissensgesellschaft« geprägt – eine Welt, in der sich das Informationsvolumen exponentiell entwickelt und ein Aspekt mehr und mehr in den Vordergrund rückt: der Mensch!<br><br>Plötzlich ist es möglich, mit reiner »Brainpower« und minimalem finanziellen Einsatz Millionen, ja Milliarden zu verdienen oder politische Systeme zu brechen. Die Veränderungen greifen in die Strukturen und Prozesse von Unternehmen hinein und haben zur Folge, dass der »Schnittstelle Mensch zu Mensch« eine neue Bedeutung zukommt. In diesem Kontext liegt es mehr denn je auf der Hand, dass HR-Abteilungen ihre Rollen, Aufgaben und Skills überdenken. Tun sie dies aber auch wirklich entsprechend der Dimensionen, in denen Märkte sich verändern?</p>
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<h3>Wo stehen HR-Abteilungen heute?</h3>
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<p>Das Ziel der Personalabteilung heute ist es, in einer aktiven Rolle in enger Zusammenarbeit mit dem Business zu operieren. Dafür ist es notwendig, gutes Know-how über interne Geschäftsprozesse und Marktverständnis zu besitzen. Der Anspruch »inhaltlicher und strategischer Sparringspartner des Business« bedeutet, auf Augenhöhe mit dem Business zu agieren.</p>
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<p>Die Herausforderung für Personalabteilungen ist es dabei, dass sie transaktionale Prozesse (Payroll, Reporting etc.) bis ins Detail beherrschen müssen und gleichzeitig als HR Business Partner das Management unterstützen und fordern. Unterstützung wird nur akzeptiert, wenn die Personalabteilung das Geschäft und die Märkte ihrer internen Kunden versteht. Fordern kann man nur jemanden, wenn man sich selbst gefordert hat.</p>
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<p>Nur zu selten tritt HR aus seinen alten Pfaden und tradierten Tugenden hervor und schafft, um in der Innovationssprache zu bleiben, disruptive Innovationen. Es gibt keine radikalen Veränderungen der eigenen Funktion und deren Services, es gibt zu wenig konstruktive Gedanken, keine Infragestellung der eigenen Rolle. Im Gegenteil, wie eh und je wird gejammert, HR sei nicht auf Augenhöhe und werde vom Business nicht wie gewünscht akzeptiert, HR optimiere lediglich an seinem bisherigen System, ändere aber nie wirklich grundlegendes oder gebe sein Kerngeschäft auf – eben ein typisches Innovator’s Dilemma. Die Tatsache, dass von 182 Vorstandsposten in den DAX 30 Konzernen nur 7 HR Vorstandspositionen sind, zeigt die Symbolkraft und Priorität der HR-Funktion.</p>
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<p><em>You can’t solve a problem with the same thinking that created it (Albert Einstein)</em></p>
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<section id="text-5" class="widget widget_text"><h2 class="widget-title">HR Innovation</h2> <div class="textwidget"><p>Eine Initiative zur Entwicklung neuer Lebenswelten in der Organisationskultur</p>
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</section><section id="text-3" class="widget widget_text"><h2 class="widget-title">HR INNOVATION AUF FACEBOOK</h2> <div class="textwidget"><p>HR Innovation auf <a href="https://www.facebook.com/HRInnovationProjekt">Facebook.</a></p>
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