Meet Erika - Web 2.0 for Human Resources

Meet Erika Web 2.0 for Human Resources

a.k.a. Ms. HR Manager

Erika works here...

and employees of her company are located here...

Erika wants to take the best out of… and wants to provide the necessary to make them more productive

She believes that work really gets done like this.. and not like this… Informal Networks Typical Hierarchical Org Structure

The company is faced by tough…

To support business growth, headcount needs.. Hiring and retaining talent are Erika’s biggest challenges !

Erika uses tools like… to track employee skills, experience, career goals, and other performance management metrics.

The current HR portal is… Informational? … hardly! Transactional? ... Not at all! My wardrobe looks better than this ..soooooo slow! I can never find anything here

No wonder everyone wants to…

It's a wonder how Erika gets work done… Heroism? Personal connections? Her warm nature? Who knows.. but all know Erika is… losing it!

Erika is lucky! Her time has come... Why? because her long lost friend Joey bumped into her at the coffee shop the other day But how can Joey help ?...

Joey a.k.a. Mr. Enterprise 2.0 works with and specializes in eHR portals (doesn’t matter)

In matter of no time, Mr. Enterprise 2.0 with the assistance of Erika’s IT organization are… … ready to take the intranet to the next level

The necessary IT infrastructure, operations model, and governance is built out… … and the new portal goes LIVE !

The new portal looks like… but what can it do ?

Editable

Attractive

Structured

Searchable

Interactive

Collaborative

Employees are able to set up their profiles , update their skills, experience, interests, etc…

Connect with other employees… … and form subject matter expert communities

Tag content on the portal…

And monitor their performance using an online dashboard that looks like…

Erika broadcasts new internal job postings to target employees… that employees access using…

Erika uses employee-generated tags to search the right talent…

She also uses a mashup service to search talent from external sites… Monster.com CareerBuilder.com HotJobs.com Open Job Positions database Erika (HR Manager) Wow!.. Found 76 candidates that seem to fit the bill Enterprise firewall

With interactive process workflows and employee self-service …

Erika now spends lesser time on administration tasks… … and more time on value added tasks Value Added Activities Before HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service 15% 25% 60% After 20% 60% 20% HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service Strategic Administrative Continuum Value Added Activities Before HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service 15% 25% 60% After 20% 60% 20% HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service Strategic Administrative Continuum Value Added Activities Before HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service 15% 25% 60% After 20% 60% 20% HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service Strategic Administrative Continuum Value Added Activities Before HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service 15% 25% 60% After 20% 60% 20% HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service Strategic Administrative Continuum Value Added Activities Before HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service 15% 25% 60% After 20% 60% 20% HR Strategy HR Programs and Policies Administration, Transactions, and “ Customer” Service Strategic Administrative Continuum

Now Erika has things in... and the employees are... (well.. The “ online polls ” say so…  ) Welcome the new Erika 2.0!

Thank you for viewing!

As the knowledge economy moves into fast gear, HR needs to become a strategic partner of the business. Hope this presentation strikes a chord and gets you thinking on how to use Web 2.0 to empower your workforce and manage talent more effectively.