Iir middle east hr summit social media

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Use of social media - and social approaches - for HR in Middle East businesses - IIR Middle East Summit & Expo 2012

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  • http://geert-hofstede.com/arab-emirates.html If we explore the Emirate culture through the lens of the 5-D Model, we can get a good overview of the  deep drivers of its culture relative to other world cultures. Power distance This dimension deals with the fact that all individuals in societies are not equal – it expresses the attitude of the culture towards these inequalities amongst us.  Power distance is defined as  the extent to which the less powerful members of institutions and organisations within a country expect and accept that power is distributed unequally. Arab Emirates scores high on this dimension (score of 90) which means that people accept a hierarchical order in which everybody has a place and which needs no further justification. Hierarchy in an organization is seen as reflecting inherent inequalities, centralization is popular, subordinates expect to be told what to do and the ideal boss is a benevolent autocrat Individualism The fundamental issue addressed by this dimension is  the degree of interdependence a society maintains among its members . It has to do with whether people´s self-image is defined in terms of “I” or “We”. In Individualist societies people are supposed to look after themselves and their direct family only. In Collectivist societies people belong to ‘in groups’ that take care of them in exchange for loyalty. Arab Emirates, with a score of 25 is considered a collectivistic society. This is manifest in a close long-term commitment to the member 'group', be that a family, extended family, or extended relationships. Loyalty in a collectivist culture is paramount, and over-rides most other societal rules and regulations. The society fosters strong relationships where everyone takes responsibility for fellow members of their group. In collectivist societies offence leads to shame and loss of face, employer/employee relationships are perceived in moral terms (like a family link), hiring and promotion decisions take account of the employee’s in-group, management is the management of groups. Masculinity / Femininity A high score (masculine) on this dimension indicates that the society will be driven by competition, achievement and success, with success being defined by the winner / best in field – a value system that starts in school and continues throughout organisational behaviour. A low score (feminine) on the dimension means that the dominant values in society are caring for others and quality of life. A feminine society is one where quality of life is the sign of success and standing out from the crowd is not admirable.  The fundamental issue here is what motivates people, wanting to be the best (masculine) or liking what you do (feminine). Arab Emirates scores 5o on this dimension and can be considered a a masculine society. In masculine countries people “live in order to work”, managers are expected to be decisive and assertive, the emphasis is on equity, competition and performance and conflicts are resolved by fighting them out. Uncertainty avoidance      The dimension Uncertainty Avoidance has to do with the way that a society deals with the fact that the future can never be known: should we try to control the future or just let it happen? This ambiguity brings with it anxiety and different cultures have learnt to deal with this anxiety in different ways.  The extent to which the members of a culture feel threatened by ambiguous or unknown situations and have created beliefs and institutions that try to avoid these  is reflected in the UAI score. Arab Emirates scores 80 on this dimension and thus has a high preference for avoiding uncertainty. Countries exhibiting high uncertainty avoidence maintain rigid codes of belief and behaviour and are intolerant of unorthodox behaviour and ideas. In these cultures there is an emotional need for rules (even if the rules never seem to work) time is money, people have an inner urge to be busy and work hard, precision and punctuality are the norm, innovation may be resisted, security is an important element in individual motivation. Long term orientation The long term orientation dimension is closely related to the teachings of Confucius and can be interpreted as dealing with society’s search for virtue,  the extent to which a society shows a pragmatic future-oriented perspective rather than a conventional historical short-term point of view. No score available for Arab Emirates on this dimension
  • Driven by employee / candidate perspectives
  • “ Use of Twitter and other social networks by employees while at work is costing businesses £1.38 billion/year in lost productivity” 54% of organisations restrict internet access at work But 25% put no limits on access Impact of smartphones Liability for what employees say/do Taking action against employees for inappropriate use of social media Monitoring employees’ use of the internet etc 32% of employers have dismissed employees for internet mis-use   41% of recruiters/employers have rejected candidates based on information found on-line Using social media for recruitment checking is like “going into somebody's house and searching through their bedroom drawers” - Donna Miller, Enterprise Rent-A-Car  
  • Social HR / HR 2.0 opportunities
  • Iir middle east hr summit social media

    1. 1. @JonIngham Social Media Improving Efficiency, Adding Value and Driving Innovation
    2. 2. March 2012
    3. 3. “Enterprise 2.0 is the use of emergent social software platforms within companies, or between companies and their partners or customers” Eg use of social knowledge management system vs traditional intranets (“the place where information goes to die”)
    4. 4. Gary Hamel: "Management 2.0 is going to look like web 2.0: • Everyone has a voice • Capability counts for more than credentials and titles • Commitment is voluntary • Power is granted from below • Authority is fluid and contingent on value-added • The only hierarchies are "natural" hierarchies • Communities are self-defining • Individuals are richly empowered with information • Just about everything is decentralised • Ideas compete on an equal footing • It's easy for buyers and sellers to find each other • Resources are free to follow opportunities • Decisions are peer-based.”
    5. 5. • IT security • Intellectual property • Reputation • Privacy • Productivity • Legal issues • Use of employee data for background checking
    6. 6. Alumni Management Recruiting Onboarding Performance Management Learning & Development Communication Career Management Reward & Recognition Social Media
    7. 7. OutcomesActivities Individual Individual HR Human Capital Group Social HR Social Capital Dave Ulrich: “I saw a lot of work in HR focused on activities (number of hours of training a leader receives; whether a firm is using 360° feedback; if it implements performance based pay or competence based hiring). I wanted to shift the focus to outcomes of the activities.”
    8. 8. • http://strategic-hcm.blogspot.co.uk/2008/04/more-coming • https://wiki.smu.edu.sg/digitalmediaasia/Image:UAE _Internet_Stats.png • http://geert-hofstede.com/arab-emirates.html • http://www.youtube.com/watch?v=lAl28d6tbko • http://www.youtube.com/watch?v=5YGc4zOqozo • http://qinetiqette.wordpress.com/ • http://www.glassdoor.com/index.htm • http://c4lpt.co.uk/top-100-tools-2012/
    9. 9. jon.ingham@strategic-hcm.com strategic-hcm.blogspot.com blog.social-advantage.com linkedin.com/in/joningham twitter.com/joningham strategic-hcm

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