University Project: BSBINN501 - Innovation System Development Report

This report details the development of an online employee feedback system for a bank, aiming to foster innovation. The project addresses the need for employee input to improve daily operations and organizational activities. It includes an analysis of the current system, identifying gaps such as management reluctance and lack of employee communication. The report outlines the objectives of the new system, including gathering unbiased employee opinions and identifying key performance influencers. It then explores idea generation, testing, and refinement, emphasizing the benefits of employee feedback for loyalty and retention. The plan development covers the potential impact, stakeholder consultation, operational plans, and communication strategies. The report also details the trial system, including proposal development, parameter determination, and monitoring. Finally, the report concludes by emphasizing the importance of these steps in developing and implementing a new system.

OPERATIONS1
BSBINN501
ESTABLISH SYSTEMS THAT SUPPORT INNOVATION
Assessment 1
Submitted by:
STUDENT’S NAME
COURSE
UNIVERSITY
DATE
Introduction:

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 (Brown et 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:
According to Reid and Smith, Vibe-It LLC (2015) this new system would help the
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 (Wang et
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
profoundly ignorant and irresponsive when it comes to generating new ideas and
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, the approach is not followed vastly across the small and medium level
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).

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).

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• 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
Activity Time Resources Budget (approx.)
Collection of
relevant data
2-3 weeks The information
department of
the
The organisation,
different literary
resources, etc.
100 USD
Introducing the idea
among the
employees
moreover, authorities
1-2 weeks Documents
describing the
impact of the new
plan
20-30USD
Implementing the
new
1 week A technological 600 USD
plan professional,
management,
employees
Post-implementation 1 week The professional, 200USD

OPERATIONS8
management management 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
new system. Apart from that, a typed and professional report will be mailed to 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
The improvement process follows the monitoring and reviewing of the trial. 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

OPERATIONS11
Anderson, E., Buchko, A.A., and Buchko, K.J., 2016. Giving negative feedback to
Millennials: How can managers criticize the “most praised” 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
model of knowledge management, strategic orientation, organizational innovation, and
organizational performance. Strategic approaches for human capital management and
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
performance management system effectiveness: Conceptualization and scale
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