Social hr for ril


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  • Referral growing as #1 source
  • June 7, 2011Learn with your peers and support each other<tags>#mobile#mlearning#andy
  • “A Vook is an enhanced digital book that blends well-written text, high qualityvideo, powerful images, interactive and integration with social networking.”More info on Vook: from:
  • one of the best known mLearning examplesThe program resulted in a 75% reduction in learning development costs; a 30% fall in users’ ‘time to competence’, a 45% reduction in the time taken on ‘training’ and a 1% improvement in users’ assessment scores compared with those who studied the learning materials at their desks-
  • Premium app – have to payBit sized piecesIt breaks down into small components, different levels, each level and go to any given section at any given time.June 16, 2011<tags>#mobile#mlearningSource:
  • Who (teaches), who (learns), What, When, Where, How
  • Social hr for ril

    1. 1. Social Media for HR Gautam Ghosh GM – HR Strategy & Projects
    2. 2. What is Social Media?
    3. 3. Social Content Social Platforms The Social Media Channels BLOGS VIDEOSMICROBLOGS AUDIO (PODCAST) PHOTOS BRANDED SOCIAL NETWORKS WIKIS WHITE-LABEL SOCIAL NETWORKS EMAIL (BACN) SMS and TEXT EVENTS and CALENDARS STATUS UPDATES Social media is created and shared within social platforms: status updates and similar interactions drive participation by increasing visibility of use. Social Interactions
    4. 4. Social technologies are not just other tools
    5. 5. Fundamental shifts - content • Authority  User Generated – Influence (trust factor) • Authenticity • Tolerance • Broad/Generic  Niche Relevance – Numerous Channels, Fragmentation – Noise • Buying Visibility  Earning Visibility – Social Trending/Discovery
    6. 6. From Consumers to Creators • Source: • As we create and share more photos, videos and blog posts on social platforms, we are beginning to think of ourselves as authors, photographers and filmmakers, all rolled into one.
    7. 7. Forrester Social Technographics • Forrester Social Technographics report categorizes social media behavior into seven groups. • In the US, joiners are the biggest group after spectators. Source: Forrester Social Technographics Report, 2009
    8. 8. The New Audience As people take control over their data while spreading their Web presence, they are not looking for privacy, but for recognition as individuals. This will eventually change the whole world of advertising. - Esther Dyson, 2008
    9. 9. “We become what we behold. We shape our tools and then our tools shape us”- McLuhan
    10. 10. When dominant media change, they help change everything else • Oral= Emotion, Participation, Unity • Print= Memory, Separation, Logic • TV= Transience, Desire, Currency • Digital= ?
    11. 11. The digital mode Individual minds connected & multiplied- now Democratic Collaborative Connected Simultaneous (Secondary Orality- Walter Ong)
    12. 12. Employer – Employee Related Social Sites
    13. 13. Niche Professional Networks • Software engineering - sites like Github, Bitbucket and StackOverflow are where engineers spend their days. • Mechanical engineering - GrabCad is becoming the dominant online hub for MechE. • Design - A host of sites like Behance, Dribbble, CarbonMade, DeviantART and others are relevant to designers • Medicine - Doximity, QuantiaMD, Sermo, HealthTap and other sites that cater to the medical community • Academia - Sites like and ResearchGate have sizable traction • Finance & Accounting - A site like Proformative is trying to become the hub for corporate finance professionals. • Biology - Private beta site Benchling wants to become "Github for biology
    14. 14. 6 Networks • LinkedIn • Facebook • Twitter • Google Plus • YouTube • Slideshare
    15. 15. A look at some other networks • Tumblr • Flickr • Quora • Pinterest • Soundcloud • Instagram • WhatsApp
    16. 16. The Future of Engagement • Crowdfunding - • Behaviour Change Games - • Collaborative Social Innovation - • Grassroots Change Movements - • Co-Creation - • Social Curation - • Transmedia Storytelling - • Collective Intelligence - • Social Live Experiences - • Collaborative Consumption -
    17. 17. Implications for HR
    18. 18. Your Culture is your Employment Brand and your employees are your brand ambassadors
    19. 19. Content, Conversations People interested People with Skills Company Employees Attract Develop Engage
    20. 20. Philips Innovations Groups
    21. 21. Philips India HR, and the team goes all a- Twitter
    22. 22. Don’t forget mobile! “Today it is a waste of time investing in social media without mobile support". – talent acquisition director for UPS • Sodexho US Data – jobseeker traffic on mobile grow from 4% to 17% of their total jobseeker traffic. – nearly 1 in 3 hires have looked at Sodexo careers on mobile.
    23. 23. PepsiCo’s “Possibilities” • Prospective candidates can peruse it for openings • watch videos from current employees, • read executive blogs • have conversations with hiring managers.
    24. 24. Trends for the future • Companies like TalentBin and Entelo will change recruiting
    25. 25. The rise of digital influence and impact
    26. 26. Post Recruiting Onboarding • Gamified induction and onboarding –Predictive analytics • Communities to help new hires get assimilated faster –Finding mentors and buddies
    27. 27. Connecting employees internally • Most employees are active on internal social network cutting across geographies – Focus on storytelling and sharing interesting news – Showcasing best practices – Asking for help across silos • Leverage social for learning
    28. 28. Employee engagement CASE DESCRIPTION -Deloitte Southern Africa wanted to overcome the obstacles that typically frustrate employee engagement initiatives and win the battle for the hearts and minds of its people. REQUIREMENT -connect employees to the company’s shared values -involve employees in the strategy and progress of the business -create a feedback and listening system - Linking KRA’s to performance appraisal systems wherein employees can continuously track their current status SOLUTION -Private (customizable) dashboards for every employee - Transparent rewards and recognition system
    29. 29. Connect recruiters with potential employees • Source: • Social recruitment platform for potential employees. • Recruiters help with job-hunting, resume writing, interview preparation, etc • Share upcoming job fairs, events, vacancies
    30. 30. Onboarding Candidates • Source: • Idea: Discussion forum on relevant topics • Reference: Infosys campus connect forum
    31. 31. Social aggregation on Corporate site • Twitter on Zappos: Online platform that aggregates all twitter mentions of : – Zappos – Related brands/products – Clients/customers
    32. 32. How companies are benefiting from Web 2.0: McKinsey Global Survey Results
    33. 33. Example: EMC • Internal social network - Innovation showcase – Teams develop creative posters and showcase their work -Radio show where employees participate in free wheeling discussions -Photo contest on ‘A day in your life at EMC’ - New recruits – volunteer mentorship program -Empowering employees – submit an Idea section
    34. 34. Internal Jobs @ StarBucks • Tool for employees that allows them the option of charting their own career graph • Interactive internal recruitment tool • Career assistance through polls, blogs, forums and wikis • Career development resources
    35. 35. Employee Ideas @ Dell • Dell’s Employee Storm • Use new listening platforms, identify in- house and external experts, and know and influence key people
    36. 36. Learning 2.0
    37. 37. Chatter allows any employee to share expertise anywhere, at any time 65 Chatter “turns the company into a meritocracy,” according to Marc Benioff, who said SalesForce is “changing the compensation systems to reflect the folks who are really making a difference.”
    38. 38. University of Phoenix uses iPhone app for class discussions 66 Students can view, draft, and reply to class discussions, learning and supporting each other in spite of busy schedules.
    39. 39.  Learning can be augmented with peer support, or even made into a competition  Yet learning with peers should be supportive only – peers may not have the best knowledge or share all their resources  To promote social learning, include gamification and benchmarking From siloed to group: Insights 67
    40. 40. A “Vook” combines reading with video and social networking 68 Consumers can read books or learn new skills interactively, with video and community.
    41. 41.  People expect rich, up-to-date content, in easily digestible formats  Yet dynamic content must be kept updated  Leverage the crowd to keep content frequently updated, and leverage syndicated feeds From static to dynamic: Insights 69
    42. 42. Merrill Lynch’s GoLearn executive education program allowed “on demand” training 70 Using BlackBerry in 2008, Merrill Lynch executives finished courses 45% faster while maintaining a 1% improvement in users’ assessment score.
    43. 43. Ernst & Young produces podcasts to keep accounting professionals updated Podcasts are produced multiple times a week on current accounting topics.
    44. 44.  Learning no longer has to be linear (i.e. one path from start to finish)  Yet content can be confusing as users start wherever they want and skip back and forth  Be sure to provide context, as a story isn’t always clear • Take a page from TV shows to “recap,” or mention prerequisites From fixed time to time-shifted: Insights 72
    45. 45. “Hello-Hello” breaks language-learning down into bite-size pieces 73 Users can choose from various topics and find easily digestible videos, take quizzes, and even get feedback on practice.
    46. 46. Rexi Media’s “Presenter Pro” app offers training and tips for public speakers 74 Users can select topics in any order, as they see fit, and find easily digestible videos, take quizzes, and even get feedback
    47. 47.  Content is easier to consume when it’s broken down  But don’t expect trainees to have comprehensive knowledge  Incorporate “gamification” or status bars so it’s clear what they’re missing From comprehensive to components: Insights 75
    48. 48. Social Goal Setting and Recognition
    49. 49. Framework: Mobile & Social Learning Honeycomb 80
    50. 50.  By embracing these tools first HR can help the rest of the organization  Soon there will be new roles and new skills needed • Social Media Recruiter • Community Manager  It’s less about the tools and more about people – HR’s traditional core strength  Time to get strategic ! HR must help organizations embrace social
    51. 51. Thank You! Keep in touch!