Product details

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Abstract

Established in 1984, Cisco emerged as a global leader of internet networking and communications equipment. Its growth was marked by technological innovations. Cisco employed people from different educational background and geographical regions. In the highly competitive global economy, it was imperative for organisations to constantly revamp HR programmes and strategies for upgrading the total employee experience. Design thinking was an effective tool which was gradually establishing itself in the HR and business spheres. Cisco had amalgamated its expertise and experience while accepting the intricate link between effective HR practices and technological solutions. Cisco incorporated design thinking duly supported through a design system as well as design culture across all organisational sectors. Incorporating a design culture was relevant to support design thinking in an environment of creativity, collaboration and innovation. At Cisco, innovations were focused on improving existing products, business processes and service capabilities. Nevertheless, it had to face significant challenges like aligning of expectations, breaking organisational silos and overcoming global complexities in implementing its design thinking approach. However, HR had a major role to play in the design thinking approach which spread across the dimensions of processes and mindsets. Companies were focusing on employees for innovation and inspiration through hackathons for accumulating employee ideas to design new approaches and solutions. Would Cisco be able to effectively generate HR solutions through design thinking, system and culture?
Location:
Other setting(s):
2017

About

Abstract

Established in 1984, Cisco emerged as a global leader of internet networking and communications equipment. Its growth was marked by technological innovations. Cisco employed people from different educational background and geographical regions. In the highly competitive global economy, it was imperative for organisations to constantly revamp HR programmes and strategies for upgrading the total employee experience. Design thinking was an effective tool which was gradually establishing itself in the HR and business spheres. Cisco had amalgamated its expertise and experience while accepting the intricate link between effective HR practices and technological solutions. Cisco incorporated design thinking duly supported through a design system as well as design culture across all organisational sectors. Incorporating a design culture was relevant to support design thinking in an environment of creativity, collaboration and innovation. At Cisco, innovations were focused on improving existing products, business processes and service capabilities. Nevertheless, it had to face significant challenges like aligning of expectations, breaking organisational silos and overcoming global complexities in implementing its design thinking approach. However, HR had a major role to play in the design thinking approach which spread across the dimensions of processes and mindsets. Companies were focusing on employees for innovation and inspiration through hackathons for accumulating employee ideas to design new approaches and solutions. Would Cisco be able to effectively generate HR solutions through design thinking, system and culture?

Settings

Location:
Other setting(s):
2017

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