News Item #5: DRAM's inventor, 76, still going strong at IBM

I came across an article from Computerworld.com, which is an IT magazine that provides information to technology managers. Although the topic of innovation was discussed two weeks ago, the title of this article struck me as being very interesting. It was written by By Eric Lai on June 18, 2009.

IBM researcher Robert H. Dennard is a 76 year old scientist known for two significant contributions. The first contribution occurred in 1960 when he invented Dynamic Random Access Memory, or DRAM, the memory used in virtually all computers today. The second contribution was a paper written in the mid 1970s describing how to keep shrinking transistors to build smaller, faster and less expensive chips.

Following the week this article was written, Mr. Dennard celebrated his 51st year as an IBM employee and received a Medal of Honor from the Institute of Electrical Engineers for the achievements mentioned above.

So what does this mean to me as a future HR professional? For one thing, it makes me really interested in the HR practices at IBM and wonder what role, if any, did they play to retain Mr. Dennard. My other thought is how did management and HR support Mr. Dennard in his innovations efforts. Perhaps Mr. Dennard remain longer in the organization because he is from an older organization. I wonder what are some ways that I can help retain an innovator in my future organization and how I can support that individual. In this case, I think management and HR have to work together and embrace an innovative culture company-wide. In other words, adapt a culture that is not afraid to take risks and be willing to increase the percentage amount in the creator category. Hopefully such practices will bring about future Dennards in the world,bring revenue to shareholders, and help the overall economy.

To access the article, please visit: http://www.computerworld.com/action/article.do?command=viewArticleBasic&articleId=9134568

For an interesting video regarding the life of Mr. Dennard, please visit:

Class Reflection: Week 6

In our last lecture, the School of Labor and Employment Relations welcomed Raymond L. Price who gave a lecture on the techinical visionaries vs. Serial innovators. He spoke about three categories: Enhancement, New applications, and creation. Most companies seem to fall into the enhancement category because it is faster, better, and cheaper. According to Mr. Price, about 10% of companies fall into the creation category because it is a process that involves risk, time, and difficulty along with a low success rate. However, companies should invest in the creation category because it is what will set their company apart and increase revenue long term versus short term. Companies need to be able to distinguish candidates who have the abilities and characteristics for innovation and become familiar with a innovation process. The hour glass model of Innovation is a great example. It involves the following steps:

1. Find the problem
2. Understand the problem
3. Invest and validate
4. Execute
5. Create Market Acceptance
6. Launch

As a future HR professional, I think this lecture was very helpful because it has changed my views on how to handle situations that involved employees and their approach to innovation. I think it is important to listen to employees, take risks with reason, and give innovative employees more flexibility to increase the organization's overall success in innovation. I think increasing the creation category is what is going to set an organization apart and have it succeed long-term.

Please view the following video about Raymond L. Price and his new book: