This document discusses the establishment of systems that support innovation within an organization. It covers the objectives of the new system, analysis of current organizational systems, evaluating what is required to foster innovation, and more.
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OPERATIONS1 BSBINN501 ESTABLISH SYSTEMS THAT SUPPORT INNOVATION Assessment 1 Submitted by: STUDENT’S NAME COURSE UNIVERSITY DATE Introduction:
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OPERATIONS2 The system is an online feedback survey for the employees of the bank. The purpose of this project is to address the opinions of the employees in order to obtain an inside view on the day to day operations as well as the requirements for the change or improvements into the organizational activities (Brownet al., 2017). As the primary function of this project, the development of a new system has been recognized that will focus on innovation within the workplace. Context of this new system:(Refer pages: 19 to 39) Objectives of the new system: AccordingtoReidandSmith,Vibe-ItLLC(2015)thisnewsystemwouldhelpthe organization to Fetch the opinions and suggestions about the organizational activities. Obtain an unbiased opinion from the employees as the system considers anonymity. To gain an idea of what are the leading players that influence the performance of the employees. Acknowledge the most challenging situation that the employees come across while dealing with the consumers. •Analyses of current organizational systems:
OPERATIONS3 The current organizational system considers customer feedback on high priority (Wanget al., 2015). The system with employee feedback merely depends on individual complaints or reporting any incident to the human resource department. (Spieth, Schneckenberg and Ricart2014). •Gaps or barriers identified -The manager is too reluctant to focus on employee issues. Moreover, the manager is also profoundlyignorantandirresponsivewhenitcomestogeneratingnewideasand implementing them into the system. - Employees lack the practice of communicating with the authorities as this approach has not been appropriately practiced for an extended period. •Current information available about systems Few international organisations follow the concept of an employee feedback system; however,theapproachisnotfollowedvastlyacrossthesmallandmediumlevel organisations. There are National Innovation Systems that works to nurture the innovation; The Australian Innovation System Report is also helpful in this regard. Evaluating what is required to foster innovation In order to implement an innovative idea, a proper environment should behold where it supports creativity. For this system that will collect and evaluate the customer feedback, few measures are required. Financial: The system requires less amount of financial support during the incorporation; afterward, the maintenance charge is also little.
OPERATIONS4 Management support: Management of the organisation is required to put additional effort to cope with the new system and make this as an integral part of the regular activities. •Identifying the key stakeholders. Key stakeholders involve the employees as the concern revolves around them. Apart from that, the board of committee of authority, management department are essential in this regard. There is an advisory group of this banking facility; that also come under the stakeholders. In order to accomplish the project and effectively implement the system into the internal procedure of the organization the approval of the stakeholders is mandatory (Kasemsap2014). Ideas and concepts generation :(Refer pages: 40 to 44) •Creating ideas The idea of online collection and analysis of the employee feedback started with the matter of ignorant approach of the authority to the employees' feedback. The objectives of the idea have been set afterward. Then, a cost-benefit analysis has been done. It was further followed by setting a time limit, combining different suggestions, assessing and analyzing those data to hold the appropriate one. •Evaluating these ideas The idea focuses on the advanced strategy to maintain productive working culture across the organization. Other than that, the idea concerns with the betterment of the employees that will eventually work for the more significant interest of the organisation. On the other hand, the idea of gathering and evaluating employees feedback is comparatively new as other organisations mainly consider customer feedback only. As the employees would be able to express their opinion, requirements, satisfaction or disregards the idea with the system will help the organization to get employees’ loyalty resulting in long-term employee retention (Kam Sing Wong 2013).
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OPERATIONS5 •How the above ideas support innovation: The online approach of this system makes it technologically sound and more comfortable to be operated. The employees are disappointed with the current system as there is the least opportunity to reach out to the management or authority with their problems. This idea would give the employees a platform to share their experiences and problems. Thus, this idea is creative, and with proper implementation and integration of this idea, it would help the organisation to achieve better recognition and reputation in the market. Testing, exploring and challenging ideas :( Refer pages: 42) The newly developed system will be tested through a trial on a smaller group of employees in order to assess the results and evaluate whether the idea has any issues that should be fixed(Anderson, Buchko and Buchko,2016). In order to explore new concepts, the ideas should be compared and contrasted with the existing system. With the existing system in the organisation, it can be said that the new idea would work to leave a positive impact on the employees. Challenges should be welcome to make the idea more concrete to any issues (Horn and Brem2013). The feedback from the employees who have participated in the trial is precious. On the other hand, the opinions from the stakeholders should also be considered to make the most out of the idea.
OPERATIONS6 •Selecting and refining ideas. As soon as the new ideas and opinions have been gathered, the next step is to select the different ideas that complement the innovative thinking. Few measures should be addressed while selecting the most appropriate ideas like whether the idea fulfills the objectives behind the thinking for a new idea (Sharma, Sharma and Agarwal, 2016). Moreover, it must be feasible and relate to the organization. Bernardo (2014) contends that the refined idea would be more beneficial to organizational activity and employee engagement. Plan Development:(Refer pages: 47 to 64) •Analysis of the potential impact of the new system The impact of this new system will cover the following area: -Employees would be able to share their opinion to maintain confidentiality. -The authority will be able to understand what are the areas that should be given more attention. -The new system will also focus on the gap between the employee regulatory guidance and the practical approach of implementing that. -It will work for the improvement of the business performance indirectly as will help the authority to assess and evaluate the factors for employee performance directly. (Westland 2016).
OPERATIONS7 •Consultation with stakeholders Open communication with the stakeholders will be given throughout the entire period of development of the system. The opinions, information, suggestions will be considered. Moreover, the purpose of the system will be explained to the stakeholders to maintain transparency about the system. In this way, the possibly best plan can be developed. •Development of an operational plan ActivityTimeResourcesBudget (approx.) Collection of relevant data 2-3 weeksThe information departmentof the Theorganisation, differentliterary resources, etc. 100 USD Introducing the idea amongthe employees moreover, authorities 1-2 weeksDocuments describingthe impactofthenew plan 20-30USD Implementing the new 1 weekAtechnological600 USD planprofessional, management, employees Post-implementation1 weekTheprofessional,200USD
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OPERATIONS8 managementmanagement and employees •Development of a communication strategy Two-Way communication will be maintained throughout the project; personal contact number and email address would be provided to the management and employees in case further understanding is required. One workshop will be held to clarify how the system will work. •Evaluation of coaching and training needs The system is easy to operate and requires only two days of introduction and training period. Day 1:The employees and management will be introduced to the new online employee feedback system. They will be represented with the demonstration of the new system. The methods will be explained, and a demo example will be given Day 2:The employees will be asked to give feedback using the new system. A questionnaire with basic questions will be provided to the employees. Later, the management would be trained with how the feedbacks would be analysed to hold a correct result. Trial the system:(Refer pages: 66 to 30) •Developing and presenting a system proposal
OPERATIONS9 A system proposal will be presented with the help of a power point presentation. The main points regarding the new system will be reflected. Data will be given on employee engagement, satisfaction, and retention with the present system and how it will impact the newsystem.Apart fromthat, atyped andprofessionalreportwill bemailedto the management and the employees. •Determining context and parameters The parameters for this system consider financial support, physical involvement, and time. The employees should be asked whether they will participate in a minimum 2days program for evaluating the new system and understanding the procedure of the system. The estimated time for this project is 2months. Monitoring and reviewing the trial Monitoring during the trial is essential to get an overview of whether the system is going to fulfill the objectives or not (Goffin and Mitchell 2016). On the other hand, the issues if found, can be eliminated in the initial stage. A small project team can be involved in monitoring and collecting data on the progress of the trial. The data can be further reviewed in order to reduce complications with improved process. •Opening the improvement process
OPERATIONS10 Theimprovementprocessfollowsthemonitoringandreviewingofthetrial.The improvement process if required, will involve the stakeholders as their opinion will be evaluated, and on the requirement, the best possible suggestions will be put into the process to obtain an effective system for the organization. Conclusion: The discussion has helped to go through the different aspects that are important for the innovation derived system. The different steps, as discussed here, would help to understand whether the organisational environment is ready for the new system or not. The impact analysis, trial period, monitoring all these aspects are highly crucial in the context of the development of a new system and implement that into any organisational activities. This discourse would be helpful to get a compact knowledge about the requirements and priorities while developing and implementing a new system. References
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OPERATIONS11 Anderson,E.,Buchko,A.A.,andBuchko,K.J.,2016.Givingnegativefeedbackto Millennials:Howcanmanagerscriticizethe“mostpraised”generation.Management Research Review,39(6), pp.692-705. Bernardo, M., 2014. Integration of management systems as an innovation: a proposal for a new model.Journal of Cleaner Production,82, pp.132-142. Brown, T., Anthony, J.J., Chalfant, S., Gingrave, M. and Vines, B., Hartford Fire Insurance Co, 2017.Safety evaluation and feedback system and method. U.S. Patent 9,563,919. Goffin, K., and Mitchell, R., 2016.Innovation Management: Effective Strategies and Implementation. Palgrave Macmillan. Horn, C., and Brem, A., 2013. Strategic directions on innovation management–a conceptual framework.The management research review,36(10), pp.939-954. Kam Sing, Wong, S., 2013. The role of management involvement in innovation.Management Decision,51(4), pp.709-729. Kasemsap, K., 2014. Strategic innovation management: An integrative framework and causal modelofknowledgemanagement,strategicorientation,organizationalinnovation,and organizationalperformance.Strategicapproachesforhumancapitalmanagementand development in a turbulent economy(pp. 102-116). IGI Global. Reid, J.L., and Smith, J.D., Vibe-It LLC, 2015.Systems and methods for monitoring and responding to customer feedback. U.S. Patent Application 14/702,161. Sharma, N.P., Sharma, T., and Agarwal, M.N., 2016. Measuring employee perception of performancemanagementsystemeffectiveness:Conceptualizationandscale development.Employee Relations,38(2), pp.224-247. Spieth, P., Schneckenberg, D., and Ricart, J.E., 2014. Business model innovation–state of the art and future challenges for the field.R&d Management,44(3), pp.237-247.
OPERATIONS12 Wang, M., Burlacu, G., Truxillo, D., James, K., and Yao, X., 2015. Age differences in feedback reactions: the roles of employee feedback orientation on social awareness and utility.Journal of Applied Psychology,100(4), p.1296. Westland, J.C., 2016.Global innovation management. Springer