HR psychological management of innovation

The term innovation generally refers to the process of transforming ideas or inventions into value-generating goods or services (Sartori, 2018). In an active view, “To innovate” means to improve, to actively engage in trying to reach one’s ideal condition. The report published in Accenture (Technology Vision 2021) shows that those companies that invest in innovation increase their earnings five times faster than those that are more conservative. Within work settings, innovation originates from the exchange of knowledge, ideas, and skills belonging to the organizational population. Innovation, therefore, originates from people, whether they belong to the same organization (closed innovation) or different organizations (open innovation) (Chesbrough, 2003). We mention “people” rather than “a singular individual” since innovation is inextricably linked to collaboration and increasingly rarely originates from the idea of a single individual (Kelley, 2010), even though the narrative of the revolutionary entrepreneur has always caught on in the collective imagination. Innovation thus requires the contribution of multiple individuals in organizations, which is why human resource management is critical in promoting organizational innovation. In particular, two functions related to human resource management are of utmost importance in human innovation processes: personnel selection and training.

In this sense, the objective of the current line of research is to study the processes underlying the search for candidates with the skills needed to foster organizational innovation. This also makes it possible to implement training interventions for members of organizations aimed at ‘increasing strategic skills related to innovation processes. In this way, the organization becomes able to promote innovation processes through the development of competencies and skills of workers about it. In addition to selection, organizational innovation is closely linked to the concepts of training and development. In organizations, innovation grows with training and leads to the development of both human resources and the organization as a whole. This strand of research deals with innovation, both from an experimental and a consulting perspective. It provides support to individuals, groups, and organizations in defining a training path that leads them toward the creation of new ideas, tools, and products.

All scientific publications of the Research Center related to this field of research are available at the following link.

Ceschi, A., Dorofeeva, K., & Sartori, R. (2014). Studying teamwork and team climate by using a business simulation. How communication and innovation can improve group learning and decision-making performance. European Journal of Training and Development, 38, 211-230.
Chesbrough, H. (2003). Open innovation: the new imperative for creating and profiting from technology. Boston: Harvard Business Review Press.
Costantini, A., Sartori, R., & Ceschi, A. (2017). Framing workplace innovation through an organizational psychology perspective: a review of current WPI studies. In P.R.A. Oeij, D. Rus, & F.D. Pot (Eds.). Workplace Innovation. Theory, Research and Practice, Berlin, Springer.
Kelley, B. (2010). Stoking Your Innovation Bonfire. Hoboken: John Wiley.
Sartori, R. & Ceschi, A. (2013). Assessment and development centers: judgment biases and risks of using idiographic and nomothetic approaches to collecting information on people to be evaluated and trained in organizations. Quality & Quantity, 47, 3277-3288.
Sartori, R., Ceschi, A., & Costantini, A. (2017). The human side of open innovation: what room for training and development? In D. Salampasis & A.L. Mention (Eds.), Open Innovation: Unveiling the Power of the Human Element, World Scientific Publishing Co. Pte. Ltd.
Sartori, R., Costantini A., & Ceschi A. (2020). Psychological assessment in human resource management: discrepancies between theory and practice and two examples of integration, Personnel Review. in press.
Sartori, R., Costantini, A., Ceschi, A., & Tommasi, F. (2018). How do you manage change in organizations? Training, development, innovation, and their relationships. Frontiers in Psychology, 9, 313.
Sartori, R., Favretto, G., & Ceschi, A. (2013). The relationships between innovation and human and psychological capital in organizations: A review. The Innovation Journal, 18.