Adopt an HR 2.0 mentality
HR 2.0 is about empowering employees by liberating them rather
than controlling them. That means offering intuitive, self-service tools
and more social means of collaboration and knowledge transfer.
between HR & IT
Like Yin and Yang, IT is an enabler of
technologies that allow people to work
in new ways. HR shapes the
opportunities to manage people to get
the best out of technology.
Turn data into
value in 4 stages
Many companies approach data with
deductive (top-down) reasoning: start
with a lot of data and then see what you
decipher from it. But to turn data into
value, you need to take an inductive
1. ask strategic questions;
2. identify the right data;
3. analyse the data;
4. turn it into actionable insight.
Develop a 1-page HR strategy map
Define what you want to achieve as a business, whether you have
the right people with the right skills, and how you can engage them.
Identify the questions
the Senior Leadership
Team needs to answer. Then prioritise
these initiatives and enlist the support of
your IT department to help you collect and
Tame Big Data
The golden rule is ‘Business case first,
data and technology second’.
Know the difference between employee
satisfaction and engagement
“Satisfaction” is a state of having what you want, but doesn’t encourage you to do something new or try harder.
“Engagement” is more complex and touches leadership, intrinsic motivation and productivity.
Follow up on employee
surveys using the 5 Cs
Check the results of the survey, calibrate
the lessons learned, commit to taking
positive action, conclude by demonstrating
measurable improvement and communicate
with employees throughout.
No job is for life, so employees need
to know they can rely on what they’re
hearing from their employer. If leaders
are to be trusted, they need to ‘walk the
talk’ on values.
model of employee
To be engaged, employees need: trust and fairness, a connection
with their organisation, support to do their jobs, scope for
autonomy in their role and to have their voice heard.
Endorse and encourage
social media usage
Using social media in a work context is
shown to actively foster collaboration
between individuals and organisations.
Professional social media usage is generally
altruistic rather than self-serving.
Hunt for talent on social
media, but don’t stalk
While social media can offer insights into potential new hires, it
shouldn’t be used to stalk candidates, only to determine
competency for the role.
Use social media to
reduce inbox overload
Consider implementing social collaboration
tools like SAP Jam for back-and-forth
conversations to avoid clogging up people’s
Don’t let mobility
Three in five people who use mobile devices
for work say it supports flexibility, but two
in five say constant connectivity makes it
harder to switch off from work.
Keep pace with
Go fishing where the fish are
Don’t limit recruitment to ads on job boards: expand your search
to non license-based networks like Twitter, Google and Facebook
as well as niche online and social communities.
Almost half the workforce was born
after 1980 and search for jobs via their
smart phones and tablets. If your careers
site isn’t mobile-enabled, you’re missing
out on fresh talent.
Use your brand
to extend your
Work with your marketing team to add a
career-focused side to your corporate
online presence, harness news and PR as
well as posting jobs, and position your
company as a great place to work.
Use analytics to
Highly targeted social hiring can reduce
your apply-to-hire rate, resulting in fewer
CVs and interviews for you and a better
experience for candidates.
Tap your employees and their
networks for talent
When filling roles, start your search internally. Who did your
employees go to college with, or work with elsewhere? Incentivise
them to share jobs and content on their own social media channels.
Be proactive to build
your talent pipeline
Invest a little time in your social media
following every day, and you’ll soon have
a great network of prospective candidates at your disposal
whenever you need to fill a vacancy quickly.
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