Intrapreneurship The type of team that will be utilized for this endeavor will be a problem-solving team. There are several different types of teams, but the problem-solving team is one that can be utilized to create a new idea. This type of team will be comprised of subject matter experts, such as those with financial expertise and those with computer programming expertise for the financial context. These experts will come together with only loosely-defined roles. The team will not necessarily be a cross-functional team, however, because the team will not be focused on having specific functional roles. Instead, the team will be sufficiently fluid in its roles to allow the different team members to evolve into roles best suited for their contributions to the effort. This team is all about improving innovation, and to do so means that there should be incentive to be creative, and there should be the creation of a certain amount of conflict to ensure that the ideas generated from the team are of the highest standard to increase ROI.

Recruitment for an intrapreneurship project is unique in that the project will need to have people from both the internal organization and the external one. An intrapreneur typically has a basic idea and has the support of senior management to allocate some resources from the parent organization. Thus, the parent organization is going to be willing to allow some internal recruitment. Initially, this will include some hand-picked individuals, those who have demonstrated the ability to work well with the intrapreneur and who have the skills and attributes needed to make a contribution to this team.

The different skills and attributes will need to be identified, and then individuals chosen who fit those. Then, knowing what skills and attributes remain in need for the new unit, the intrapreneur will open the competition for jobs up to both the internal and external spheres. The external sphere is actually quite...

Remember that one of the most important elements of intrapreneurship is that the company should have the ability to draw on internal resources. Once the intrapreneur goes beyond the hand-picked team, there will still be the opportunity to add some more internal candidates, and the parent company should make these resources available.
Further, one of the benefits of intrapreneurship is that the parent company provides some of its resources, so for the recruiting process the intrapreneur will use the existing human resources infrastructure of the parent company to do all of the hiring (Myler, 2014). This is important because it means that the new unit will not need to spend time and money to build a human resources infrastructure. But it also means that the new unit head will have to explain the unit and its purpose, and the roles it is hiring for, very clearly to a human resources department that maybe is used to a higher degree of formality. One of the hazards in having an intrapreneurial mindset operating within a very large company is that the flexibility that intrapreneurship demands has trouble co-existing with the formality of a large organization. As a result, the intrapreneur will be using the HR resources, but will need to work very closely with that department to ensure that they understand the project and its needs before they start hiring internally, or even externally (Kubicki, 2014). It will be best if a human resources person exists for the new unit who can oversee how the Human Resources Department resources are being used.

3. As this is an intrapreneurial team, and it is based on a fairly loose concept, there are…