Objectives

• This Guideline makes the case for an incubator to use high quality human resource management systems.
• The management of human resources covers employee (staff member) recruitment and development. This is a complex area that is very important in the incubator, due to the need to cover costs, to make the most of resources, and circulate information quickly.
• Incubators with a good people management systems will often be better able to reach their strategic aims. Human resources management plays an ever more essential role in helping achieve these aims.
• New business approaches are demanding new ways to involve people. Speed, flexibility and innovation can only be achieved when good employee management supports the incubator’s business objectives. Incubators (and incubated companies) that understand this will have a competitive advantage.
• Incubator managers must help organizations to define their strategies and prepare specific programs to develop the people who work for them (human capital). This will help to attract, keep and support the employees needed to carry out their plans. Some motivational tools are also necessary in order to keep workers stimulated. Managers must understand the key working processes and create the environments that will make staff members become more efficient, productive and happy to work for an organization.

Incubators must have ways of assessing the people it employs, including their work performance as well as any areas of need (eg. training).

Key Issues

• Employee hiring process
• Professional growth and development
• Motivational tools

Responsible Parties

• Incubator manager

Indicators

• Low employee turnover
• Long-term employment / employee satisfaction

Results

Use a specific growth and development process and well-defined motivation tools for the candidates, for each one of the positions available within the incubator.

For a Portuguese version, please click on the link below: