BY DAY 5 Respond to two or more of your colleagues posts in one or more of the following ways: Ask a clarifying question and/or offer an alternate perspective on your colleagues ide
BY DAY 5
Respond to two or more of your colleagues’ posts in one or more of the following ways:
- Ask a clarifying question and/or offer an alternate perspective on your colleague’s identified business process or practice.
- Propose an additional solution to the problem, including any challenges or benefits that might be related to the implementation.
- Share an insight you gained from reading your colleague’s posting and explain how their perspective could help shape your own approach to innovation moving forward.
- Include citations and sources
Return to this Discussion in a few days to read the responses to your initial posting. Note what you have learned or any insights you have gained as a result of the comments your colleagues made.
Linda Morris
SundayNov 5 at 10:26pm
Innovative Solutions for a Process or Practice
Employee onboarding is a typical business process that could be more efficient, better managed, and transparent. The average new hire is expected to complete 54 activities during their onboarding process (Oak Engage, 2023). When new employees join an organization, they go through a series of administrative tasks, training, and introductions to company culture. When employees are in high-stress situations — whether from unclear expectations, unreasonable deadlines, or a hectic workspace — they risk moving into fight-or-flight mode (Peart, 2019, p. 4). The traditional onboarding process usually involves paperwork, training sessions, and HR meetings, which can be time-consuming unengaging, and may lead to important information needing to be remembered or understood. The measurement of effectiveness helps organizations improve their quality, shape methods of operations and decision-making, and create development directions both conceptually and practically (Olkiewicz, 2018, p. 2). Employees who experience a poor onboarding experience are likelier to be disengaged at work.
Generating Innovative Solutions
An innovative solution to address the challenges of employee onboarding is the development of an AI-powered virtual onboarding assistant. This virtual assistant can streamline and enhance the onboarding process in several ways, such as personalized onboarding plans, interactive training, automated documentation, and real-time Q&A. The AI can create customized onboarding plans for each new employee based on their role, experience, and specific needs. When employees connect the impact of their work back to the real world, daily tasks, which once seemed tedious, gain meaning (Peart, 2019, p. 5). Doing this ensures the onboarding process is tailored to the individual, making it more engaging and relevant. Replace traditional, often lengthy training sessions with interactive modules. The AI assistant can deliver training content in bite-sized, engaging formats, including videos, quizzes, and simulations. Employees can learn at their own pace and revisit materials when needed. The AI assistant can handle paperwork, collect and verify necessary documents, and guide employees through completing forms. It can also answer questions about company policies and benefits. As organizations grow and mature, there is a need to add systems and processes that enable effective delegation and execution (Young & Wilson, 2022). The virtual assistant can be available 24/7 to answer employee questions, reducing the confusion that often arises during the onboarding process.
Potential Challenges
Possible challenges include implementation and integration, privacy and data security, and employee resistance. Developing and integrating AI technology can be costly and complex, requiring support from IT and HR departments. Safeguarding personal information and ensuring compliance with data protection regulations is crucial. Some employees may need help with new technology, which may take time to adapt. Effective innovation operating models spur companies to generate, prototype, develop, de-risk, deliver, and scale innovation initiatives (Cohen et al., 2019, p. 1).
Potential Benefits
The potential benefits include enhanced efficiency, consistency, and engagement in the onboarding process, leading to improved employee satisfaction and productivity. Innovation, at its heart, is a resource-allocation problem; it is about more than just creativity and generating ideas (Cohen et al., 2019, p. 2). The virtual assistant can significantly reduce the time and resources required for onboarding, benefiting both HR and new employees. AI ensures a standardized onboarding process, reducing the risk of errors or omissions. Interactive content and personalized plans make the onboarding experience more engaging and effective.
An AI-powered virtual onboarding assistant has the potential to revolutionize the traditional onboarding process, making it more efficient, engaging, and less prone to errors. While there are challenges in implementing such a solution, the benefits of improved onboarding experiences and streamlined processes can lead to greater employee satisfaction and productivity.
MondayNov 6 at 5:56am
Innovative Solutions for a Process
For this discussion, the business process I selected invoices my organization and the legacy style of processing we use to calculate pension benefits. Currently my organization uses an outdated legacy system to calculate pension estimates and benefits for active and retired employees. The process needs a serious overhaul and with the advancements of technology the process could be seamless. The issue we have is our legacy employees are not comfortable with transitioning to a newer platform, hence a resistance to change and innovation to make a work process that much simpler.
Management is responsible for developing and introducing new and innovative ways of processing to boost productivity, encourage and strengthen morals and meet/exceed departmental goals. “Executives who wish to carry their organizations across the growing divide between innovation leaders and laggards must start with a commitment to making innovation an essential part of the organization's growth model and future success-not a vague hope, fallback option, or happy accident.” (Cohen, Quinn, & Roth, 2019)
Innovation Pros and Cons
With the implementation of a stronger software platform to process applications, we could lower the current timeframe of completion due to the speed of the system and even increase productivity. The updated system input can produce more calculations which allows for the department to meet/exceed productivity goals. The current process has high manual input and can be reduced simply by developing a worksheet through excel that allows for the information to be imputed through a macro.
Even though this process will be a better fit for the organization, a possible setback could arise through the macro not being able to pull all the information and as an alternative the legacy system can be used as a backup. Additionally, the introduction of a new process can open the doors for feedback from the users to better enhance and possibly develop a new system with stronger capabilities that fully support the needs of its users. “Encourage a mindset of continuous learning, creative thinking and increased innovation and you will in turn increase your chances of retaining quality, committed people and creating an engaging workplace.” (Plano, 2018)
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