Evolving Human Resource (HR) Management to Cope with Disruptive Innovation Technologies

15 Pages Posted: 4 Jun 2015

See all articles by Jeffrey Ray

Jeffrey Ray

Swiss Management Center (SMC) University; University of Maryland, Baltimore County (UMBC)

Date Written: November 11, 2012


Businesses are responding to the threat of disruptive innovation technologies by upgrading their capabilities and practices. These upgrades ensure implementing organizations become more adaptable, and flexible, with respect to their ability to alter business strategies in response to changing market conditions. Due to its orientation, the HR profession has traditionally had no involvement with shaping a company’s strategic business path. In today’s environment, however, businesses are requiring the HR role to transform from a traditional administrative service to one with a strategic focus that adds value to business operations.

HR professionals now share with executive management the responsibility to instill innovation into the organizations they support. By having a renewed interest in creating synergy, taking steps to ignite employee engagement, undertaking the new role of creating value for business operations, being the steward of the company’s brand, calculating the knowledge value of employees, leveraging social media to improve collaboration, and implementing new processes for acquiring, managing, and retaining clever, high potential employees, HR organizations are evolving into a new type of role to ensure the companies they support can handle upcoming innovation cycles. The HR function is evolving from an administrative one, into a strategic role where HR professionals are increasingly being asked to create value and contribute to the business success of their organizations.

Keywords: HR, Human Resources, HR Management, HR evolution, HR upgrades, HR response to innovation, future HR responsibilities, knowledge audits, k-audits, synergy, igniting comments, HR creating value, HR managing brand names, leveraging social media, high potential employees

JEL Classification: O32, O21, O15, M51, M13, M12, L21, L22, J21, D21, B41

Suggested Citation

Ray, Jeffrey, Evolving Human Resource (HR) Management to Cope with Disruptive Innovation Technologies (November 11, 2012). Available at SSRN: https://ssrn.com/abstract=2173815 or http://dx.doi.org/10.2139/ssrn.2173815

Jeffrey Ray (Contact Author)

Swiss Management Center (SMC) University ( email )

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HOME PAGE: http://www.swissmc.ch

University of Maryland, Baltimore County (UMBC) ( email )

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Baltimore, MD 21250
United States
(410) 455-2537 (Phone)

HOME PAGE: http://www.umbc.edu/se/

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