Human Resource Potential in Small Innovative Businesses in Georgia

Lela Guledani

doi:doi:10.11648/j.innov.20220302.11

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Human Resource Potential in Small Innovative Businesses in Georgia

Lela Guledani

Published in Innovation (Volume 3, Issue 2)

Received: 20 April 2022 Accepted: 5 May 2022 Published: 12 May 2022

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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

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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

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

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

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@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}
}

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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 -

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Author Information

Lela Guledani

Economics and Business Faculty, Tbilisi State University, Tbilisi, Georgia

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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

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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

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

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@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}
}

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