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elationship can have the impact on the selection of methods used, although it might seem
unprofessional for such errors to be taken into account. In the course of further research
the possibility of a separate analysis of the responses from men and women seems to be
interesting, but for this article it is not necessary. It is worth noting that the insurance
companies in Europe generally employ more men than women.
Most respondents are aged 31-40 which has to do with the high-tech industry gathering
young people. This may raise doubts whether such an age provides sufficient knowledge
and skills for people management. These doubts are dispelled by information about
experience in a managerial position – only six managers have experience of less than three
years, and more than 80 has worked on such position for more than 7 years. This seems a
reasonable period to gain the necessary experience and to provide credible answers to the
questions posed in the interview.
Most indications in the field of operations management preferred "individually customized
training”. It is not hard to guess the reason - the main criteria for IP are knowledge and
skills. For this reason, the managers pointed the need for individual training as a factor
positively influencing the level of IP of employees in their departments. Also, the "Elearning"
received high indication – it is cheap and easy to carry out and its effectiveness
may be high.
It is worth noting the numerous indications on the "introduction of competence models".
Results indicate that already at the recruitment stage a company can get an employee with
high innovation potential and, thus, being suitable for the position. This approach is very
convenient for managers since it allows them to obtain better results of work. For similar
reasons „usage of head-hunter” also received high marks.
Coaching also received high indications, as well as training, as it relates to developing
knowledge and skills. As coaching shapes the use of character traits, it is an important
component of the IP. A comprehensive approach to the management of the IP components
may result in an additional increase in the level of potential by emphasizing such character
traits that results in an increase of skills (for example, emphasizing sociability affects the
ability to work in a group). High indications on „creating creative groups” were not a
surprise since it was implicated by the context of the research, and, after all, elements of
innovation are being researched.
The results of the research provide useful information not only for the management teams
of innovators, but also for scientists studying the use of management tools. In the course of
further research, it is advisable to focus on the reasons for which these management
activities are preferred. Another path of the research is an analysis of the impact of the
introduction of method of management in the enterprise on the level of IP. It should be
noted that such a research would require the examination of the level of innovation
potential before the implementation of a change and right after its implementation
(preferably several times at different intervals).
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