New Research from PageUp and Alexander Mann Solutions Shows Businesses Not Equipped to Achieve Sustainable Innovation

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•HR support critical to driving long-term innovation, study finds •U.S. respondents less likely to prioritize innovation, but more likely to 'walk the talk'

New research from PageUp, a leading multinational Talent Management Software-as-a-Service provider, and Alexander Mann Solutions, the world’s leading provider of talent acquisition and management solutions, has revealed that while driving innovation is a key priority for businesses across the globe over the next 12 months, organizations are not ‘walking the talk’ and do not have adequate measures in place to achieve this sustainably. The survey also highlights that HR has a crucial role to play in helping businesses harness long-term innovation, but is yet to deliver on that promise.

The Global HR Innovation study, titled, Driving a Culture of Innovation, drew insight from 322 business and HR professionals across the globe, who were asked questions about the culture of innovation in their organizations and the maturity of their current talent management practices. The research revealed that three-quarters of organizations hold innovation as a corporate value, and 64% believe driving innovation is a priority in the next 12 months. However, less than half believe their organization promotes risk-taking and entrepreneurial behavior. Similarly, only 57% feel that their organization creates an environment of trust in which they can challenge existing assumptions, try new ideas and fail with impunity.

The study found that while there is a desire for innovation, the frameworks needed to execute are not in place. Two-thirds of companies surveyed promote diversity of thought and have established practices for creating a diverse and inclusive culture, but only 53% are confident that their talent acquisition strategies are building future workforce capability. Less than half (48%) believe new hires are recruited based on capabilities such as learning agility, innovation and collaboration.

Similarly, while 54% of respondents have a process in place for submitting new ideas and incorporating feedback to improve outcomes, less than 40% have established processes to prioritize these ideas.

In the U.S, respondents were less likely than their global peers to have ‘innovation’ as a corporate value (59% vs 75%) and less likely to be prioritizing innovation initiatives over the next 12 months (53% vs 64%). However, those that do plan to prioritize innovation were more likely to have the measures in place to support it than their global peers.

“Overall, it’s promising to see the majority of businesses across the globe prioritizing innovation, but there is still work to be done to ensure the right processes are in place to execute this in a meaningful and sustainable way,” said Rebecca Skilbeck, Head of Customer Insights and Market Research, at PageUp. “Without HR processes that recruit, develop and nurture innovative talent, or frameworks for developing and prioritizing new ideas, innovation can easily become a flash-in-the-pan moment rather than a long-term strategy to safeguard the organization into the future.”

“By contrast, among our U.S respondents, we found these organizations had a greater tendency to ‘walk the talk’ than their global peers. That is, if you say you have innovation as a corporate value and it's a priority then your organization is more likely to have frameworks in place to support innovation, and vice versa,” Skilbeck said.

“In an increasingly competitive world, companies must place a greater emphasis on acquiring talent that has a bias towards innovation and action,” said Jerry Collier, Director of Innovation for Alexander Mann Solutions. “This means they must re-orient their recruitment strategies to identify these qualities in new employees, while continuing to encourage and develop those already in the organization who demonstrate these skills. It’s no longer enough to hire people based solely on their skills and ability to perform a specific job—they must also be assessed for their potential to innovate and add value to the business.”

Results from the PageUp/Alexander Mann Solutions research also demonstrate that while HR and talent management practices are critical in supporting sustained innovation, HR is yet to deliver on this promise. HR professionals are more confident (80%) than their non-HR peers (67%) that they have a role to play in supporting organization-wide innovation, and were nearly twice as likely (43% vs 24%) to believe they are currently driving innovation in their organization.

“A sustainable culture of innovation requires a commitment to creating company-wide capability, and HR is well-placed to have a significant and strategic influence here,” Skilbeck added. “The benefits HR can drive through talent acquisition, performance management, talent mobility, diversity and engagement programs, as well as learning and development opportunities that support a culture of innovation are irrefutable. The HR industry has a very ripe opportunity to shift internal perceptions, increase its value proposition and start delivering on the promise of sustainable innovation that contributes to the organization’s bottom line.”

The full PageUp/Alexander Mann Solutions Global HR Innovation Survey* whitepaper can be downloaded here:

Note to editors: The Global HR Innovation Survey was conducted by PageUp, with the support of Alexander Mann Solutions. It was conducted in October 2016 among 322 business and HR professionals across ANZ, Asia, United States and EMEA.

About PageUp

PageUp is a global talent management software provider, delivered via the cloud. Offering a strategic talent management solution, PageUp creates technology designed to help organizations automate their people processes and strategically align their human resources across borders, business units, cultures and languages, to execute on corporate objectives.

The PageUp award-winning, SaaS solution unifies Recruiting and Onboarding, Learning and Development, Performance Management, Compensation, Career Planning and Succession Management, with Advanced Workforce Analytics running across all modules. Accessible on any device, the PageUp platform empowers employers and HR personnel to overcome the talent management challenges that are inherent in operating across both developed and emerging markets.

Co-founded in 1997 by Australian-born, Karen Cariss - the company’s driving force and CEO - PageUp has since expanded globally to support both local and multinational organizations, including several Fortune 500 employers.  Its solution is accessed in over 190 countries by clients across diverse and multiple industries including banking, mining, retail, hospitality, manufacturing, education, governmental and non-profit organizations. PageUp serves its global client base through offices in Melbourne (where it is headquartered), Sydney, New York, London, Singapore, Hong Kong and Manila.

For more information visit:

About Alexander Mann Solutions

We are Alexander Mann Solutions and we’re passionate about helping companies and individuals fulfill their potential t​hrough talent acquisition and management. Today, over 3,500 of our talent acquisition and management experts are partnering with our blue-chip clients across multiple sectors and in more than 80 countries. Delivering a distinctive blend of outsourcing and consulting services, our unrivalled experience, capability and thought leadership helps our clients attract, engage and retain the talent they need for business success. For more information, visit

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Emily Featherston
PAN Communications

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Emily Featherston