10. “I only use email to get a hold of old people like you”
- Every teenager or college student you know
11.
12. The average Intel employee dumps one day
a week trying to find people with the
experience and expertise plus the relevant
information to do their job.
Laurie Buczek
Enterprise Social Media Program Manager - Intuit
67. A long time ago, in a corporate IT department far, far away,
the tools and technologies for enterprise collaboration and
communication were created and deployed.
These tools:
EMAIL
VOICE MAIL
MEETINGS
REPORTS
BINDERS
The Jar Jar Binks Theory
68. Sharepoint
Good
MS Office Integration
Doc management
Search
Security
You already own it
Not so good
Reliant on MS Office
Web 2.0 tools
Siloed deployment
Expensive
You already own it
Why can’t we just use Sharepoint?
Growth in e-Learning for employees
Growing interest in corporate knowledge management
Significant increase in e-Recruiting
Increasing awareness of technology to improve HCM process and assist in execution of Corporate Strategy
Have things really changed that much?
Collaborative platforms that support generation of organizational knowledge, increase productivity, spur innovation, and raise engagement.
Andrew McAfee definition – The use of Emergent Social Software Platforms within companies, or between companies and their partners and/or customers.
Nature of work changing
Peter Drucker 1959
Knowledge Worker – One who works primarily with information or one who develops and uses knowledge in the workplace.
Disconnected Work Environments
Complex work environments
More interactions with people you have never met, and may never meet
McKinsey – Web 2.0 Study – 6 ways to make Web 2.0 work
Gartner MQ for collaboration
Gen Y
f you needed more proof that texting is on the rise, here’s a stat for you: the average teenager sends more than 3,000 texts per month. That’s more than six texts per waking hour.
According to a new study from Nielsen, our society has gone mad with texting, data usage and app downloads. Nielsen analyzed the mobile data habits of more than 60,000 mobile subscribers and surveyed more than 3,000 teens during April, May and June of this year. The numbers they came up with are astounding.
The number of texts being sent is on the rise, especially among teenagers age 13 to 17. According to Nielsen, the average teenager now sends 3,339 texts per month. There’s more, though: teen females send an incredible 4,050 texts per month, while teen males send an average of 2,539 texts. Teens are sending 8% more texts than they were this time last year.
Other age groups don’t even come close, either; the average 18- to 24-year-old sends “only” 1,630 texts per month. The average only drops with other age groups. However, in every age bracket, the number of texts sent has increased when compared to last year. Texting is a more important means of communication than ever.
Generational Shift – need stats
Knowledge work
Not married to traditional enterprise tools – ‘email is for old people’
Authority has to be earned (‘like me on FB).
The ‘network’ is what matters, and it is always with reach, contact, and connection
Business is changing, Web, Web 2.0, Social Nets, changing demos, globalization, pace, descriptors of how organizations operate are changing too
Close Colleagues that work together on a daily basis
HRO – Human Resources Outsourcing
http://www.hrotoday.com/
HRO involves an organization contracting with an external provider for the purposes of providing HR services.
The simplest and most common HRO arrangement for small business is Payroll outsourcing, but other very common HRO arrangements are made for Benefits Administration, retirement plan administration, and even sourcing and recruiting.
There are many large organizations that have entered into huge HRO arrangements with some giant consulting firms to support almost the full spectrum of HR administrative processes, like payroll, benefits, help desk, and other admin processes.
http://www.flickr.com/photos/vitorcastillo/2994723741/
Ad-hoc teams that form in support of special initiative or projects
May need the leader to assemble the team quickly without prior working experience with talent, may not all be in same location, country, etc
Exposure to more that demographic data is needed to make the right choice, past projects, documents, contributions, reputation scores
Not as simple as simply looking around the playground
Customers are much more than ever being organized in formal and informal ways to share information, support each other, and provide input and guidance to suppliers
Customers can often find their experience is enhanced when they can connect with other customers and share best practices, tips and tricks, and offer advice for specific solutions
Chances are the customer question you are answering is not unique, has either been asked and answered before, or can have significant downstream value if the ultimate resolution is socialized
Reduction in ‘Dumb Contact’
Wikis
Simple and easy – simplest database there is
Trackable with versioning
Flexible
Searchable
Common
Not the best example of this, sadly
Idea markets, prediction markets, ideastorm user voice
Employees can submit ideas, others can vote up or down the ideas
Prizes or rewards can be offered
See U of Kentucky
Blogging can be an effective form of Employee communication
Notable examples – SW Air - http://www.blogsouthwest.com/
Zappos - http://blogs.zappos.com/blogs
Local – sign on the window, ad in local paper, if you were big, the Sunday NYT
Big Boards – in the late 90s the so-called big boards were started
Corporate Job Sites – in the early 2000s most medium to large companies started to build out corp job sites
Social – Posting job opportunities to social sites like LinkedIn, Facebook, and Twitter
Branding – Use of media like YouTube, Jobs in Pods etc.
Some New Entrants in the ATS market
Jobs2Web – www.jobs2web.com – Best Buy
Standout Jobs
JobVite – TIVO - http://www.tivo.com/abouttivo/jobs/index.html
Newton – www.newton.com
One of the key features of many of these platforms is improved ease of use, integration with third party job boards, and integration with social networks
Importance of connecting new hires with the people/networks they will need to succeed
Knowing who to reach out to for ideas/answers/guidance
Informal and formal mentoring programs
Silk Road
Collaboration around learning
Share common experiences
Contribute areas of expertise – google peer to peer network
Create and modify content
Rate content
Available 24x7 across any platform
Growing, changing, evolving, and improving company body of knowledge
Traditional methods of learning, communication, access and control, even teaching, are usually content centered
Or worse manager or instructor centered
New technology that has its roots in the consumer space is starting to change the traditional approaches to all kinds of information sharing
But where traditional systems fail to account for is the 80% of learning that comes from peer networks, on the job training, and sharing from colleagues
When employees learn from and teach each other and have the ability to share information, retention and engagement will increase
Traditional corporate training and learning is being turned upside-down by technology
Many feel that classis ‘instructor-led’ training will only be applicable and effective for maybe 20% of training needs
Buying the Car
Traditional – standard deployment
ERP almost always done this way
Software installed on the company’s own servers, behind firewalls
Normally the company’s own IT staff does the installation, maintenance, patching etc.
Pricing – Big front end license fee – annual maintenance anywhere from 15-25%
http://www.flickr.com/photos/dccxlix/402981172/
Renting the Car
Software is installed and maintained by the vendor
Customers ‘rent’ or ‘subscribe’ to get the rights to use the software
Fees are generally based in number of users
Contracts can be extremely short-term (month to month) or extend for 1-3 years
Maintenance, upgrades covered by the vendor, and in many cases are automatic and transparent to customers
http://www.flickr.com/photos/mozul/320565490/
Confluence mobile
Integrated
Real-time
Shared data model
Seamless and transparent
Interface
Background
Batch mode
Programming
Translation
Updates
IBM CHRO Survey 2010
Close, weak, and public tie strength
Mark Granovetter – The Strength of Weak Ties – 1973
Andrew McAfee – Enterprise 2.0 - 2009
Don’t select tools first, but understand the key differences in tools. They are not all the same. Tie strength, org culture, technical acumen and support, specific nature of the business issues to be solved are all a factor.
Of course while some of these tools are ‘free’, some are not, and like any IT initiative costs, interfaces, etc have to be considered,
Setuo
Seed
Feed
Weed
Adapt
Measure
What do we need to do?
What can we do?
How can we get a quick win?
How to assess and manage risk?
How to manage change?
How to drive adoption?
How to govern usage?
How to measure results?
Some Issues for HR Technology to consider in Recruiting
What are my strategic objectives? Replacement, expansion, building a talent pipeline for the future
Where are my target candidates? Local, regional, global?
Where and how am I most likely to uncover, discover, and engage these candidate pools
Should I be looking ‘inside’ the company first, promotions, re-alignment, referrals
Many companies still in 1995 in terms of recruiting, post on a big board and hope a good candidate applies
Email – why does it fail us
Easy
100% Deployed (or close)
Familiar
Private
Channel
Point to point
Not easily searchable (mine, maybe, defn not yours)
25% of manager time – more?
In an email driven collaborative environment, information tends to move vertically, up and down org silos. When it jumps across, it usually does at a fixed point in the adjacent silo, where it moves up and down that one, again based mainly on org chart hierarchy. The silos in the org chart tend to want to create and feed silos of knowledge as well.
Widely deployed
Integrations with numerous providers
2010 Release is major improvement
But
Technology drive
Complex
Expensive
Document centric
More rigidly structured
ERP Systems are as you would expect notoriously complex
Of the big vendors, - SAP uses a proprietary development language called ABAP
Oracle’s Peoplesoft lines uses its own set of tools called PeopleTools
Oracle EBS is a bit more open and uses some more commonly available skills, but still they particular skill sets can be hard for many employers to find.
http://www.flickr.com/photos/aarongeller/360135019/
In large organizations the HRIS functions can have many, many constraints
Budget
Lack of attention – many orgs talk about ‘people are our Number 1 asset’ but do not back it up with IT investment
Lack of HRIS knowledge - traditional HR professionals have not come from IT backgrounds or are not Tech savvy
http://www.flickr.com/photos/publik15/3335452887/