| Peer-Reviewed

Human Resource Potential in Small Innovative Businesses in Georgia

Published in Innovation (Volume 3, Issue 2)
Received: 20 April 2022     Accepted: 5 May 2022     Published: 12 May 2022
Views:       Downloads:
Abstract

The innovative potential of a small business largely depends on the human resources. Human resource potential lies on subconscious level, where innovations and ideas are stored. The speed and conditions for the spread of new ideas depend on the participants in the social system and their communication. The criteria for categorizing an innovator is the degree of acceptance of a new idea by an individual. Innovation process appears in systematically integrated network, with a high degree of cross-cutting of functions and interactions. The new ideas and alternatives are created by interpersonal conflicts. Most employees (85%) face conflicts. Conflicts at work mainly stem from a person's ego and personal confrontation. (49%). Georgia Small Business Development Policy should be focused on human capital development. Therefore, it will be interesting for companies to introduce different methods of human resource development along with the development of the business, which will allow hired employees to stay in the company from the perspective of long-term development and career advancement, where the interests of employees will be taken into account. Understanding the subconscious of the team and meeting the Maslow basic needs by NLP (Neuro Linguistic Programing) trainings will unlock the closed potential of human resources, reduce differences in employee perceptions, and uncertainly reduce conflict within the company. By "Capability Approach” method company development can be based on a broad dialogue in which all employees will participate. The employee should be given the opportunity to achieve the desired mental and physical condition in the company, which will reduce unclarity and conflicts in the company. The staff can be evaluated by the world-renowned "Human Development Index" (HDI), in particular, in terms of happiness, health, education level and income.

Published in Innovation (Volume 3, Issue 2)
DOI 10.11648/j.innov.20220302.11
Page(s) 41-45
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2022. Published by Science Publishing Group

Keywords

Human Resource Potential (HRP), Employee Engagement, Neuro-Linguistic Programming (NLP), Capability Approach, Human Development Index (HDI)

References
[1] Altshuller, G. (1999). The Innovation Algorithm: TRIZ, systematic innovation, and technical creativity. Worcester, MA: Technical Innovation Center.
[2] Blakely, S. (2022). Synergy Definition: How to Create Synergy in the Workplace https://www.masterclass.com
[3] Boden, S. (2019) PHD group investment director. Interview.
[4] Changwong, K., Sukkamart, A., & Sisan, B. (2018). Critical thinking skill development: Analysis of a new learning management model for Thai high schools. Journal of International Studies, 11 (2), 37-48. doi: 10.14254/2071- 8330.2018/11-2/3.
[5] Corporate Finance Institute. (2022) Nash’s Equilibrium Game Theory https://corporatefinanceinstitute.com/resources/knowledge/economics/nash-equilibrium-game-theory/
[6] Colenso, M. (2000) Europe Japan Centre, Kaizen Strategies for Improving Team Performance, London: Pearson Education Limited.
[7] Coubrough A. (2002) "Henri Fayol addressed his colleagues in the mineral industry 23 June 1900." Translated by J. In: Fayol (1930) Industrial and General Administration. pp. 79–81 (Republished in: Wren, Bedeian & Breeze, "The foundations of Henri Fayol's administrative theory.
[8] Craft, A. (2001). Neuro-linguistic programming and learning theory. The Curriculum Journal, 12 (1), 125-136. Doi: 10.1080/09585170010017781.
[9] David, V. Day, Stephen J. Zaccaro, Stanley M. Halpin. (2004) Leader Development for Transforming Organizations Growing Leaders for Tomorrow. Copyright.
[10] Fernandes, S. (2020) Build A Better Team with NLP (Neuro-Linguistic Programming) Technology, https://www.viafrontiers.com/blog/learn-nlp-build-a-better-team
[11] J. Ali, A. (2014), "Innovation, happiness, and growth", Competitiveness Review, Vol. 24 No. 1, pp. 2-4. https://doi.org/10.1108/CR-09-2013-0075
[12] Lages, A., Joseph O'Connor. (2004) Coaching with NLP: How to be a Master Coach.
[13] Lencioni P. (2002) The Five Dysfunctions of a Team.
[14] Martins, J. (2021). Beyond the buzzword: How to build team synergy. https://asana.com/resources/what-is-synergy
[15] Masaaki, I. (1986) Kaizein. “The key Japan’s Competitive Success”. McGraw-Hill Education; 1 edition.
[16] Mensch, G. (1979) Stalemate in Technology: Innovations Over-come the Depression. Cambridge. Masachusetts.
[17] Newman, M. (2015). Mind & Body, Article & More. Six Ways Happiness Is Good for Your Health.
[18] Raizberg, B. A. (2002) Modern Economic Dictionary. B. A. Raizberg, L. Sh. Lozovsky, E. B. Starodubtseva. - 3rd ed., revised. and additional - M.: INFRA-M.
[19] Rogers, E. (2003). Diffusion of Innovations, 5th Edition.
[20] Sen, A. (2016) Development as a Capacity Building. Article, Journal - European.ge.
[21] Shmelev, S. (2017) Green Economy Reader. Lectures in Ecological Economics and Sustainability. Springer, 463 pp. ISBN 978-3-319-38919-6.
[22] State American Workplace. (2017) Report. https://www.gallup.com/
[23] Sturt, J., Ali, S., Robertson, W., Metcalfe, D., Grove, A., Bourne, C., & Bridle, C. (2012). Neurolinguistic programming: a systematic review of the effects on health outcomes. The British Journal of General Practice, 62 (604), e757–e764. Doi: 10.3399/bjgp12X658287.
[24] 5 Most Effective NLP Techniques. (2022) Category: Business and Marketing https://www.jeffersonsmoose.org
Cite This Article
  • APA Style

    Lela Guledani. (2022). Human Resource Potential in Small Innovative Businesses in Georgia. Innovation, 3(2), 41-45. https://doi.org/10.11648/j.innov.20220302.11

    Copy | Download

    ACS Style

    Lela Guledani. Human Resource Potential in Small Innovative Businesses in Georgia. Innovation. 2022, 3(2), 41-45. doi: 10.11648/j.innov.20220302.11

    Copy | Download

    AMA Style

    Lela Guledani. Human Resource Potential in Small Innovative Businesses in Georgia. Innovation. 2022;3(2):41-45. doi: 10.11648/j.innov.20220302.11

    Copy | Download

  • @article{10.11648/j.innov.20220302.11,
      author = {Lela Guledani},
      title = {Human Resource Potential in Small Innovative Businesses in Georgia},
      journal = {Innovation},
      volume = {3},
      number = {2},
      pages = {41-45},
      doi = {10.11648/j.innov.20220302.11},
      url = {https://doi.org/10.11648/j.innov.20220302.11},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.innov.20220302.11},
      abstract = {The innovative potential of a small business largely depends on the human resources. Human resource potential lies on subconscious level, where innovations and ideas are stored. The speed and conditions for the spread of new ideas depend on the participants in the social system and their communication. The criteria for categorizing an innovator is the degree of acceptance of a new idea by an individual. Innovation process appears in systematically integrated network, with a high degree of cross-cutting of functions and interactions. The new ideas and alternatives are created by interpersonal conflicts. Most employees (85%) face conflicts. Conflicts at work mainly stem from a person's ego and personal confrontation. (49%). Georgia Small Business Development Policy should be focused on human capital development. Therefore, it will be interesting for companies to introduce different methods of human resource development along with the development of the business, which will allow hired employees to stay in the company from the perspective of long-term development and career advancement, where the interests of employees will be taken into account. Understanding the subconscious of the team and meeting the Maslow basic needs by NLP (Neuro Linguistic Programing) trainings will unlock the closed potential of human resources, reduce differences in employee perceptions, and uncertainly reduce conflict within the company. By "Capability Approach” method company development can be based on a broad dialogue in which all employees will participate. The employee should be given the opportunity to achieve the desired mental and physical condition in the company, which will reduce unclarity and conflicts in the company. The staff can be evaluated by the world-renowned "Human Development Index" (HDI), in particular, in terms of happiness, health, education level and income.},
     year = {2022}
    }
    

    Copy | Download

  • TY  - JOUR
    T1  - Human Resource Potential in Small Innovative Businesses in Georgia
    AU  - Lela Guledani
    Y1  - 2022/05/12
    PY  - 2022
    N1  - https://doi.org/10.11648/j.innov.20220302.11
    DO  - 10.11648/j.innov.20220302.11
    T2  - Innovation
    JF  - Innovation
    JO  - Innovation
    SP  - 41
    EP  - 45
    PB  - Science Publishing Group
    SN  - 2994-7138
    UR  - https://doi.org/10.11648/j.innov.20220302.11
    AB  - The innovative potential of a small business largely depends on the human resources. Human resource potential lies on subconscious level, where innovations and ideas are stored. The speed and conditions for the spread of new ideas depend on the participants in the social system and their communication. The criteria for categorizing an innovator is the degree of acceptance of a new idea by an individual. Innovation process appears in systematically integrated network, with a high degree of cross-cutting of functions and interactions. The new ideas and alternatives are created by interpersonal conflicts. Most employees (85%) face conflicts. Conflicts at work mainly stem from a person's ego and personal confrontation. (49%). Georgia Small Business Development Policy should be focused on human capital development. Therefore, it will be interesting for companies to introduce different methods of human resource development along with the development of the business, which will allow hired employees to stay in the company from the perspective of long-term development and career advancement, where the interests of employees will be taken into account. Understanding the subconscious of the team and meeting the Maslow basic needs by NLP (Neuro Linguistic Programing) trainings will unlock the closed potential of human resources, reduce differences in employee perceptions, and uncertainly reduce conflict within the company. By "Capability Approach” method company development can be based on a broad dialogue in which all employees will participate. The employee should be given the opportunity to achieve the desired mental and physical condition in the company, which will reduce unclarity and conflicts in the company. The staff can be evaluated by the world-renowned "Human Development Index" (HDI), in particular, in terms of happiness, health, education level and income.
    VL  - 3
    IS  - 2
    ER  - 

    Copy | Download

Author Information
  • Economics and Business Faculty, Tbilisi State University, Tbilisi, Georgia

  • Sections