And then you run into this guy. [pause for inevitable laugh] He doesn’t care about any of that. He still gets his emails printed out to read on his way home. Why would he be interested in social software? This is the question we have to address. Making Social relevant to tangible business issues. (the “Grumpy Man” slide) Deutsch – der Muffelmann
And in today’s modern workplace, you need to engage your employees. And employees are happy when they have tools like Facebook. Especially the young ones. So that’s why you should use social software (usually the audience agrees this is the pitch they’ve heard before)
1 “Evolution of the networked enterprise”, McKinsey & Co, March 2013, p 46 [Analysis was 4 industries]. We know the ROI is significant. Sets a good foundation for value.
Patterns represent modernized processes with dynamic, repeatable and measurable “people interactions” created by integrating social into work and life. These 10 are not all of the patterns; they are just the first we’ve created deep assets around. There are many more.
With analytics we can improve employee and business performance through evidence-based decisions. Helping us answer questions like: What is the propensity for my top performers to leave the business? Which candidates will likely succeed in a new leadership role and why? What are the top themes and issues being discussed across the organization and what insights can I learn from this? How do I quickly find the right experts? HR is sitting on a mountain of data that we can help you mine to better understand your workforce and make decisions about your programs.
For context my background is 13 years being involved in recruitment, performance succession planning projects for small, medium and enterpirse size busineses and how these applications can help HR be more effeitnat and strategic. Social was never really on the HR agenda Well the new buzz word in the HCM world is now social, socila as a concept is not new but how we use it in HR is. Social to me has always been sioled to IT and comms but I was in a meeting and saw for the first time HR fight back against IT and comms @ a client meeting. At the meeting we had shown the teams are taletn suite and how socila is fully integrated……..
I believe this change is due to peoples expectations….they expect the experience they have socially to be at their place of work Example of booking a holiday enaging, interactive, easy to use, dare I say fun experience search and find the right holiday for them quickly on any device their choose not just go on the travel agent but what holiday they want based on their research to have all the data in order to select the right holiday in one place Moved to HR enaging, interactive, easy to use, dare I say fun experience carry out an hr task find a job , take a learning course, onboard on any device not go based on what the brand of the company shows externally but what you have found out about that company to want all the data in one place I have 2 examples of this change Sunday / Monday posted on face book how much pocket money to people give to their kids on Monday I Amber and summer for butterfly project you tube
These sound a given but they are key I believe that engagement is the key to all of these elements I always belived that TM applications could increase all of these areas which they can but if you add socil into the mix the % increase in each area is huge
From the companies we have spoken to these are the core themes of what employees are lookig to
Personlised Real time Branded Responsive design
Once a candidate has accpeted the order to employee Next steps are to laucnh all these features in candidate expeoirenc
Why M&As Fail: It’s about PeopleCulture, Communication Leadership are Top Reasons 6 Reasons Why Acquisitions Fail1 Misgauging Strategic Fit Getting the Deal Structure or Pricing Wrong Misreading the New Company’s Culture Not Communicating Clearly – Or Enough Focusing on Integration Ignoring Organization Not Focusing Enough on Customers & Sales 16 Reasons Why So Many Acquisitions Fail, James Price and University of Michigan, Forbes, October 2012, http://read.bi/10rJhTq Value Propositions Speed time-to-value Increase effectiveness of M&A Program Management Accelerate creating desired culture Retain key talent
Need TD Bank needed to find a way to connect their geographically dispersed employees more effectively, improve executive communications, increase their workforce efficiency and reduce the amount of resources they were expending to run their business. Solution TD Bank didn’t just replicate existing processes on Connections, they transformed the ways in which their teams interacted with each other. They identified the value of using this social tool early and are already seeing a qualitative and quantitative impact on their business processes. Benefits Teams were finding it difficult to stay connected. Connections connects geographically dispersed teams and facilitates collaboration. The company directory made it difficult to identify experts and use their skills to help clients. Now, they can conduct focused searches and find expert knowledge and advice easily and quickly. Onboarding employees was too manual and paper-based. Connections provided a single repository for onboarding support and reduced onboarding time by 50%. Employees spent significant time and resource looking for information to do their jobs. Now, content is aggregated, and tools and information that support business roles are easily accessible. Managers needed to improve their engagement in critical projects. Through online collaboration, managers can stay up to date in real time and engage in the progress of projects and initiatives. Leaders sought an interactive forum to communicate and stay involved with the entire ecosystem. Typically field calls were expensive and limited to small groups. Online forums removed the communication barriers, increased transparent and enhanced interaction. One division reduced meeting times by five hours a week. Email loads and project updates were exhausting valuable resources and wasting time. By transferring the conversation to Connections, one division reduced their e-mails by a factor of 40 to 1. Another division reduced their e-mails by 25%. Projects can now be updated in 5-10 minutes, down from 60 minutes. Solution components •IBM® Connections Client quote 1 “TD Bank is committed to weaving social networking into everything we do and how we do it.” —Wendy Arnott, vice president of social media and digital communications, TD Bank Group
Store communication is much more powerful It‘s now an interactive dialog …feedback coming back from store §Regional Sales people are no longer needed to transport information from Headquarter to Store and vice versa §More open public communication §Better understanding of brand presentation within stores (Headquarter learns from Store pictures and feedback) §Less internal mail traffic §Totally different file sharing experience §Much better project communication (remember the two headquarters…) §Surveys for more structured feedback Example: Education of new customer loyalty card for store employees Realized by video and sharing over IBM Connections Media Gallery Consuming needs 5 minutes §Benefits: Time saving for store employees Modern way of communication Flexible in consuming Easy to understand … Information about every employee (extended telephone book, skills...) §Black Board, news about… … personnel changes in organizational charts … our labels … enterprise-wide dates … §Projects (interdepartmental communication) §Department (Management, IT, HR...) Usage of File sharing, Wiki, global Activity management
How social adds value to talent management
How Social adds value to Talent Management
Mark Osborn – Pre-Sales Executive Europe, Social Business
Paget Miles – HCM Leader Europe
What is Social Business?
Modern Talent Management
Social HR Examples
What does it look like?
“harness our collective
intelligence across IBM
[and] our ecosystem”
“Stocks of info turning
into Flows of new info”
IBM to be “Preeminent Social Enterprise”
SVP - Steve Mills
Social Networks will
become the new
value is not what you
know but what you share
CEO – Ginni Rometty