This paper investigates the strategic role of HRM as a facilitator of more creative behaviours amongst employees. Although creativity has broadly been recognised as an essential ingredient of long-term organisational success (Aleksić et al, 2016; Curado, 2017), evidence suggests that much remains hidden in the current state of research (Martin and Wilson, 2017). For instance, it is still unclear whether and how creativity enhancing strategies can reduce the negative effect of less creative behaviours of employees on their performance and overall organisational effectiveness. The scant research to date highlights that certain Human Resource Development (HRD) interventions can evoke an opportunity of organisational and personal growth, due to developing and unleashing untapped human expertise (Gilley et al, 2011). However, no previous work has empirically tested the fit between strategic HRD and individual creative behaviours (Loewenberger, 2016). This paper adopts a mixed method research design, demonstrating a more inclusive approach to the challenge of human creativity at work. By encouraging participants to complete a multi-faceted self-assessment tool and engage in creative HRD interventions (workshop) we aim to detect changes in individual creative behaviour. Quantitative data is based on analysis of individual responses to the self-assessment tool, and qualitative data emerges from the workshop. The preliminary results of the pilot study suggest that participants find such a research approach a useful exercise, contributory to their creative thinking. As a result of the study, a model of creativity will be generated, grounded on the insights from the dynamic componential model of creativity (Amabile and Pratt, 2016), the model of creative problem-solving (Treffinger et al, 2008), and the concept of human flourishing (McCormack and Titchen, 2014). A complex self-assessment tool will be developed, allowing for the simultaneous and in-depth evaluation of various creativity-related parameters: personality traits, self-concept characteristics, and perceptions of the work environment. Research findings will be published in 3-star journals and a PhD thesis.