SlideShare a Scribd company logo
1 of 25
FROM
HR PORTAL TO
PEOPLE PORTAL
ENABLE
ENGAGE
ENERGIZE
Elizabeth Lupfer
@socialworkplace
OUCH!
WHY PEOPLE PORTALS ARE
IMPORTANT IN THE UK
THINK OF YOUR INTRANET AS…
• People working with
people.
• Serving the needs of
employees, but also to
increase their productivity
• A place to build behavior
and then create workflows
around them
• A teacher of new skills and
developer of existing ones
TEAM
PLAYER
TIME
MACHINE
CONDUCTOR
OF CULTURE
SCHOOL OF
NEW
SKILLS
NO OWNERSHIP = HOT MESS
• 74% identified ‘content management’ – the creation, publishing and management of
content on the intranet - as the top intranet management issue.
• Insufficient control and ownership’ of the intranet was cited by 46% of managers
• 43% of respondents cite politics as the top issue
MARKETING
IT
CORP
COMM
HR
PORTAL MANAGEMENT
Getting the whole company to collaborate
is crucial.
PRO
No one owner and promotes
maximum freedom for content
owners and publishers
CON
Mish-mash of sites with little
or no standards
Increasing amount of
resources to create and
maintain
PRO
Single ownership consolidated in
a single department
Highly controlled, regulated and
bureaucratic
CON
Not as responsive to the needs of
stakeholders and content owners
Highly restricts creative freedom
and ingenuity
PRO
Representation of all major
functional stakeholders
A collaborative team governs
the application of policies,
standards and templates
CON
Not as effective if there is no
executive sponsor
“The Politics of Intranet Ownership” Prescient Digital
CENTRALIZEDDECENTRALIZED
COLLABORATIVE
A PEOPLE PORTAL
INTERACTIVE
RELEVANT
ACCESSIBLE
A PEOPLE PORTAL
Integrated
Distinctive
Customized
RELEVANT
Employees are the cogs
around which the gears of
business turn. If the portal
isn’t relevant to their
experiences, then the
portal fails, the messaging
falls flat, and the business
suffers overall.
The key to making an
intranet relevant to
employees is by assessing
the employee lifecycle.
Employees have different
needs and differing levels
of engagement based on
where they within the
lifecycle.
WHAT CAN BE INTEGRATED IN THE LIFECYCLE
• Information
dissemination
• Information collection
• HR transactions
• Training / Learning
• Feedback gathering
• Community building
• Performance
management
• Recruiting
• Compensation
CONTENT DISORGANIZATION
Having a baby
money
work/lif
e
health
forms
When you don’t leverage the
employee lifecycle, content can
easily become disorganized.
For example, assume you have
four content areas on your
intranet (money, work/life, forms
and health) and information on
having a baby is distributed within
each of these different areas.
The disorganization of this content
creates a confusing employee
experience… they don’t know
where content is … they just know
they’re having a baby.
PEOPLE-ORIENTED CONTENT ORGANIZATION
Having
a baby
money
Work/li
fe
health
forms
Organizing content based on
the employee lifecycle
means you recognize the
employee need first (having
a baby) and then organize
the content second.
DISTINCTIVE AND CUSTOMIZED
EMPLOYEES
UNDERSTAND THEIR
CONNECTION TO THE
BUSINESS AND TO
EACH OTHER
NEEDS OF THE
BUSINESS ARE MET
AT THE SAME TIME
THE NEEDS OF
EMPLOYEES ARE
INSTANT ACCESS
TO RELEVANT
TRANSACTIONAL
DATA FROM ACROSS
HR AND BUSINESS
APPLICATIONS
INTERACTIONS ARE
MORE CONSISTENT –
CONTENT IS
STANDARDIZED
CONNECT WITH REAL
WORK GOALS AND
PROCESSES
CONNECT WITH
IMPROVING
PERFORMANCE
A PEOPLE PORTAL
INTERACTIVE
Collaborate
Amplify
Lifecycle Base Opportunity Role
ATTRACTION Brand tracking, conversation, observation Conductor
RECRUITING Peer to Peer Recruitment
Use your own employees as brand advocates and give potential hires a unique
perspective into the culture of the area of the company they are thinking of joining.
Team Player
ONBOARD Role Specific Wikis
Allow new hires and long time employees to contribute tips to help others through the
process – sharing tacit knowledge on how to be successful in a new role.
School of New
Skills
ENABLEMENT Learning Communities
Extend virtual classrooms beyond the course time by allowing employees to connect
before and after the course.
School of New
Skills
GROWTH Idea Generation, Group Think & Innovation
Connect employees on similar development plans so they can encourage and support
one another.
School of New
Skills
RETENTION Social Recognition
Keeping employees motivated through peer-to-peer acknowledgement & recognition
by featuring employee profiles.
Give employees a way to track how their actions impact overall company performance
and helps them meet their own objectives.
Conductor of
Culture
SEPARATION Alumni Communities
Keep in touch with your employees. You never know when you might want to bring
them back.
Team Player
Crowd-sourced Job aids and Video tutorials
of common HR transactions. Allow
employees to contribute to job aids for their
own roles. Video tutorials will help
employees navigate through HR transactions
and reduce the number of “help” calls to HR.
Virtual agent and Interactive FAQ.
Enable employees find answers
themselves by compiling the questions
frequently asked into in a searchable
portal or knowledge base.
Interactive training/learning. No more training
manuals and Powerpoints. Instead, make
courses engaging through the use of interactive
slideshows, quizzes, gamification, and videos.
Employee-generated keyword tagging and
Auto Suggest Search. #1 complaint of any
portal is the inability to find content. In
blogger style, introduce functionality that
allows employees to “tag” content.
Page rating, Like and Sharing.
Enable content sharing while also
getting data on how well employees
like the content found on a page.
FIVE
AWESOME WAYS
to Immediately
Interact with
Employees
DISTINCTIVE
Time Sensitive
To Do’s feed
from HR systems
STREAMLINED
Virtual Agent
Help and
Knowledge base
DISTINCTIVE
Info distinct
to employee role
as well as policies.
CUSTOMIZED
CONTENT
Interactive
calendar, tasks and
important
information
STREAMLINED
Real time access
to vacation and
leave status
CUSTOMIZED
CONTROL
Ability to display
widgets that are
important to the
individual employee
EMPLOYEE
PROFILE
Profile navigation:
• Employee info
• Skills
• Location
• Awards / Recognition
• Social Activity
• Blog posts
gamification
Social
recognition
Social activity
Learning and
Development
A PEOPLE PORTAL
ACCESSIBLE
Telework
Mobility
WORKING WITHOUT WALLS
• The job performance
either exceeds or
remains on par with
that of workers in a
traditional workplace.
• Allows for optimal use
of technological
advances
• Extranet
FLEXIBILITY PRODUCTIVITY
GREEN BALANCE
MOBILITY AT WORK
• Anytime, Anywhere
• Instant Access
• Mobile web or Mobile apps
– depends on whether your
infrastructure supports
transactions on mobile
devices
• Bring Your Own Device
(BYOD) or Company-
Enabled, Personally Owned
(COPE)
EMPLOYEE
DIRECTORY
INTERNAL
COMMS
TIME
REPORTING
LEARNING
ENABLEMENTRELEVANT
INTERACTIVE
ACCESSIBLE
ENGAGEMENT
PRODUCTIVITY
STRATEGY OUTCOMES
22 PERCENT
INCREASE IN PRODUCTIVITY (87%
PROFITABILITY)
18 PERCENT
IMPROVEMENT IN EMPLOYEE ENGAGEMENT
Y/Y WHEN USING SOCIAL TECHNOLOGIES
80 PERCENT
OF ORGANIZATIONS WHO HAVE WORKPLACE
MOBILITY HAVE ALREADY SEEN BENEFITS
FINAL THOUGHTS
1. Assess the current temperature of your
employees and organization -- employee
sentiment
2. Think about how your social intranet can
make an employee’s job easier.
3. Focus on the solution not the system.
4. Choose technologies that will evolve with
your changing business needs.
ORGANIZATIONAL
NEEDS AND EMPLOYEE
NEEDS ARE
COMPLEMENTARY GOALS.
AND A PEOPLE PORTAL BRINGS THESE
TWO TOGETHER THROUGH AN
ENERGIZED, ENABLED AND
ENGAGING EXPERIENCE.
ENABLE
ENGAGE
ENERGIZE

More Related Content

What's hot

Employee engagement
Employee engagementEmployee engagement
Employee engagementPuneet Arora
 
Employee engagement final
Employee engagement finalEmployee engagement final
Employee engagement finalHareesh M
 
HR Business Partner: Critical Role
HR Business Partner: Critical RoleHR Business Partner: Critical Role
HR Business Partner: Critical RoleCreativeHRM
 
E=Mc2 Talent Acquisition Model
E=Mc2 Talent Acquisition ModelE=Mc2 Talent Acquisition Model
E=Mc2 Talent Acquisition ModelFrank Pacheco
 
25 Employee Engagement Ideas
25 Employee Engagement Ideas25 Employee Engagement Ideas
25 Employee Engagement IdeasHppy
 
HRBP - Human Resource Business Partner - Manu Melwin Joy
HRBP - Human Resource Business Partner - Manu Melwin JoyHRBP - Human Resource Business Partner - Manu Melwin Joy
HRBP - Human Resource Business Partner - Manu Melwin Joymanumelwin
 
Human Resources - Annual Report & Business Plan
Human Resources - Annual Report & Business PlanHuman Resources - Annual Report & Business Plan
Human Resources - Annual Report & Business PlanSheheryar Alvi
 
Employee Onboarding
Employee OnboardingEmployee Onboarding
Employee Onboardingbmerritt13
 
Talent Mobility: The Key to Engagement, Retention, and Performance
Talent Mobility: The Key to Engagement, Retention, and PerformanceTalent Mobility: The Key to Engagement, Retention, and Performance
Talent Mobility: The Key to Engagement, Retention, and PerformanceBen Eubanks
 
Creating New Hr Department
Creating New Hr DepartmentCreating New Hr Department
Creating New Hr Departmentguestc5daed
 
15 Employee Engagement activities that you can start doing now
15 Employee Engagement activities that you can start doing now15 Employee Engagement activities that you can start doing now
15 Employee Engagement activities that you can start doing nowHppy
 
HR Goals and Objectives 2014
HR Goals and Objectives 2014HR Goals and Objectives 2014
HR Goals and Objectives 2014CreativeHRM
 
When & How To Start A Reward & Recognition Program
When & How To Start A Reward & Recognition ProgramWhen & How To Start A Reward & Recognition Program
When & How To Start A Reward & Recognition ProgramBambooHR
 
Employee Experience Matters
Employee Experience MattersEmployee Experience Matters
Employee Experience MattersBambooHR
 

What's hot (20)

Onboarding
OnboardingOnboarding
Onboarding
 
Overview of hr processes
Overview of hr processesOverview of hr processes
Overview of hr processes
 
Employee engagement
Employee engagementEmployee engagement
Employee engagement
 
Employee engagement final
Employee engagement finalEmployee engagement final
Employee engagement final
 
HR Business Partner: Critical Role
HR Business Partner: Critical RoleHR Business Partner: Critical Role
HR Business Partner: Critical Role
 
E=Mc2 Talent Acquisition Model
E=Mc2 Talent Acquisition ModelE=Mc2 Talent Acquisition Model
E=Mc2 Talent Acquisition Model
 
Employee retention (HR topic)
Employee retention (HR topic)Employee retention (HR topic)
Employee retention (HR topic)
 
25 Employee Engagement Ideas
25 Employee Engagement Ideas25 Employee Engagement Ideas
25 Employee Engagement Ideas
 
HRBP - Human Resource Business Partner - Manu Melwin Joy
HRBP - Human Resource Business Partner - Manu Melwin JoyHRBP - Human Resource Business Partner - Manu Melwin Joy
HRBP - Human Resource Business Partner - Manu Melwin Joy
 
Human Resources - Annual Report & Business Plan
Human Resources - Annual Report & Business PlanHuman Resources - Annual Report & Business Plan
Human Resources - Annual Report & Business Plan
 
Succession Planning
Succession Planning Succession Planning
Succession Planning
 
Employee Onboarding
Employee OnboardingEmployee Onboarding
Employee Onboarding
 
Talent Mobility: The Key to Engagement, Retention, and Performance
Talent Mobility: The Key to Engagement, Retention, and PerformanceTalent Mobility: The Key to Engagement, Retention, and Performance
Talent Mobility: The Key to Engagement, Retention, and Performance
 
Creating New Hr Department
Creating New Hr DepartmentCreating New Hr Department
Creating New Hr Department
 
Talent management
Talent managementTalent management
Talent management
 
15 Employee Engagement activities that you can start doing now
15 Employee Engagement activities that you can start doing now15 Employee Engagement activities that you can start doing now
15 Employee Engagement activities that you can start doing now
 
HR Goals and Objectives 2014
HR Goals and Objectives 2014HR Goals and Objectives 2014
HR Goals and Objectives 2014
 
When & How To Start A Reward & Recognition Program
When & How To Start A Reward & Recognition ProgramWhen & How To Start A Reward & Recognition Program
When & How To Start A Reward & Recognition Program
 
Employee Experience Matters
Employee Experience MattersEmployee Experience Matters
Employee Experience Matters
 
Talent management
Talent managementTalent management
Talent management
 

Viewers also liked

Creating an Effective HR Portal in SharePoint ©
Creating an Effective HR Portal in SharePoint ©Creating an Effective HR Portal in SharePoint ©
Creating an Effective HR Portal in SharePoint ©Enwisen Software
 
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...Elizabeth Lupfer
 
Using the Employee Lifecycle as your Roadmap for Employee Engagement
Using the Employee Lifecycle as your Roadmap for Employee EngagementUsing the Employee Lifecycle as your Roadmap for Employee Engagement
Using the Employee Lifecycle as your Roadmap for Employee EngagementElizabeth Lupfer
 
PeoplesHR: Employee Life Cycle
PeoplesHR: Employee Life CyclePeoplesHR: Employee Life Cycle
PeoplesHR: Employee Life CycleTrainingPeoplesHR
 
Embedding Employee Engagement throughout the Employee Lifecycle
Embedding Employee Engagement throughout the Employee LifecycleEmbedding Employee Engagement throughout the Employee Lifecycle
Embedding Employee Engagement throughout the Employee LifecycleElizabeth Lupfer
 
The employment cycle
The employment cycleThe employment cycle
The employment cycleCollege
 
31 intranet homepage design examples, with screenshots
31 intranet homepage design examples, with screenshots31 intranet homepage design examples, with screenshots
31 intranet homepage design examples, with screenshotsDigital Workplace Group
 
The employment cycle establishment phase, recruitment and selection
The employment  cycle   establishment phase, recruitment and selectionThe employment  cycle   establishment phase, recruitment and selection
The employment cycle establishment phase, recruitment and selectioncoburgpsych
 
HRIS for SharePoint
HRIS for SharePointHRIS for SharePoint
HRIS for SharePointAlex Shekho
 
HRMS Staff Portal User Manual
HRMS Staff Portal User ManualHRMS Staff Portal User Manual
HRMS Staff Portal User Manualgaurav_naik
 
Hr human resources portal case study
Hr human resources portal case studyHr human resources portal case study
Hr human resources portal case studyMarcus Vannini
 
Hr portal arunesh chand mankotia
Hr portal   arunesh chand mankotiaHr portal   arunesh chand mankotia
Hr portal arunesh chand mankotiaConsultonmic
 
Optimize the Employee Lifecycle
Optimize the Employee LifecycleOptimize the Employee Lifecycle
Optimize the Employee LifecycleDelphiaLLC
 
HR Shared Services: Kellogg's Case Study
HR Shared Services: Kellogg's Case StudyHR Shared Services: Kellogg's Case Study
HR Shared Services: Kellogg's Case StudyEnwisen Software
 
Améliorer le modèle de service du système
Améliorer le modèle de service du systèmeAméliorer le modèle de service du système
Améliorer le modèle de service du systèmeTho Con
 

Viewers also liked (20)

Creating an Effective HR Portal in SharePoint ©
Creating an Effective HR Portal in SharePoint ©Creating an Effective HR Portal in SharePoint ©
Creating an Effective HR Portal in SharePoint ©
 
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...
 
DESIGNING A HR PORTAL
DESIGNING A HR PORTALDESIGNING A HR PORTAL
DESIGNING A HR PORTAL
 
Using the Employee Lifecycle as your Roadmap for Employee Engagement
Using the Employee Lifecycle as your Roadmap for Employee EngagementUsing the Employee Lifecycle as your Roadmap for Employee Engagement
Using the Employee Lifecycle as your Roadmap for Employee Engagement
 
PeoplesHR: Employee Life Cycle
PeoplesHR: Employee Life CyclePeoplesHR: Employee Life Cycle
PeoplesHR: Employee Life Cycle
 
Embedding Employee Engagement throughout the Employee Lifecycle
Embedding Employee Engagement throughout the Employee LifecycleEmbedding Employee Engagement throughout the Employee Lifecycle
Embedding Employee Engagement throughout the Employee Lifecycle
 
The employment cycle
The employment cycleThe employment cycle
The employment cycle
 
31 intranet homepage design examples, with screenshots
31 intranet homepage design examples, with screenshots31 intranet homepage design examples, with screenshots
31 intranet homepage design examples, with screenshots
 
The employment cycle establishment phase, recruitment and selection
The employment  cycle   establishment phase, recruitment and selectionThe employment  cycle   establishment phase, recruitment and selection
The employment cycle establishment phase, recruitment and selection
 
HRIS for SharePoint
HRIS for SharePointHRIS for SharePoint
HRIS for SharePoint
 
Employee Lifecycle and Engagement.pdf
Employee Lifecycle and Engagement.pdfEmployee Lifecycle and Engagement.pdf
Employee Lifecycle and Engagement.pdf
 
Cordis Solutions - myHR
Cordis Solutions - myHRCordis Solutions - myHR
Cordis Solutions - myHR
 
HRMS Staff Portal User Manual
HRMS Staff Portal User ManualHRMS Staff Portal User Manual
HRMS Staff Portal User Manual
 
Hr human resources portal case study
Hr human resources portal case studyHr human resources portal case study
Hr human resources portal case study
 
Hr portal arunesh chand mankotia
Hr portal   arunesh chand mankotiaHr portal   arunesh chand mankotia
Hr portal arunesh chand mankotia
 
Optimize the Employee Lifecycle
Optimize the Employee LifecycleOptimize the Employee Lifecycle
Optimize the Employee Lifecycle
 
HR Shared Services: Kellogg's Case Study
HR Shared Services: Kellogg's Case StudyHR Shared Services: Kellogg's Case Study
HR Shared Services: Kellogg's Case Study
 
Human capital management
Human capital managementHuman capital management
Human capital management
 
Améliorer le modèle de service du système
Améliorer le modèle de service du systèmeAméliorer le modèle de service du système
Améliorer le modèle de service du système
 
BRAC hr web portal 2012
BRAC hr web portal 2012BRAC hr web portal 2012
BRAC hr web portal 2012
 

Similar to Changing HR Portals to People Portals: Energize, Engage and Enable Your Employees

SASUG April - Building Social Networks and the Social Journey
SASUG April - Building Social Networks and the Social JourneySASUG April - Building Social Networks and the Social Journey
SASUG April - Building Social Networks and the Social JourneyDavid Broussard
 
Social HR: Transform Your Employees, Transform Your Organization
Social HR: Transform Your Employees, Transform Your OrganizationSocial HR: Transform Your Employees, Transform Your Organization
Social HR: Transform Your Employees, Transform Your OrganizationElizabeth Lupfer
 
The Agile Generational Workforce
The Agile Generational WorkforceThe Agile Generational Workforce
The Agile Generational WorkforceCprime
 
The Martec & Employer Brand Mason Webinars | Session 1 - Maximise the benefit...
The Martec & Employer Brand Mason Webinars | Session 1 - Maximise the benefit...The Martec & Employer Brand Mason Webinars | Session 1 - Maximise the benefit...
The Martec & Employer Brand Mason Webinars | Session 1 - Maximise the benefit...Daire Dalton
 
Employee Development Strategies For Your Remote Workforce
Employee Development Strategies For Your Remote WorkforceEmployee Development Strategies For Your Remote Workforce
Employee Development Strategies For Your Remote WorkforceO.C. Tanner
 
Enabling Social Learning Case Study - Michelle Ockers
Enabling Social Learning Case Study - Michelle OckersEnabling Social Learning Case Study - Michelle Ockers
Enabling Social Learning Case Study - Michelle OckersMichelle Ockers
 
Are Your Staff Ready to Learn Online?
Are Your Staff Ready to Learn Online?Are Your Staff Ready to Learn Online?
Are Your Staff Ready to Learn Online?Laura Overton
 
HR Webinar: Technology Opens New Paths for HR and Business
HR Webinar: Technology Opens New Paths for HR and BusinessHR Webinar: Technology Opens New Paths for HR and Business
HR Webinar: Technology Opens New Paths for HR and BusinessAscentis
 
How to Develop a Simple and Nimble Content Strategy - Webinar 01.16.14
How to Develop a Simple and Nimble Content Strategy - Webinar 01.16.14How to Develop a Simple and Nimble Content Strategy - Webinar 01.16.14
How to Develop a Simple and Nimble Content Strategy - Webinar 01.16.14BizLibrary
 
Social learning networks
Social learning networksSocial learning networks
Social learning networksCedricBo
 
What's Your LMSs Status? Online Learning Conference 2014
What's Your LMSs Status? Online Learning Conference 2014What's Your LMSs Status? Online Learning Conference 2014
What's Your LMSs Status? Online Learning Conference 2014Brandon Williams
 
How to Launch an Employee Advocate Program
How to Launch an Employee Advocate ProgramHow to Launch an Employee Advocate Program
How to Launch an Employee Advocate ProgramLiz Bullock
 
Connected, Committed and Collaborative: How an Engaged Workforce Drives Success
Connected, Committed and Collaborative: How an Engaged Workforce Drives SuccessConnected, Committed and Collaborative: How an Engaged Workforce Drives Success
Connected, Committed and Collaborative: How an Engaged Workforce Drives SuccessHCLSoftware
 
From Employee to Advocate: Amplify your talent brand through employee engage...
From Employee to Advocate:  Amplify your talent brand through employee engage...From Employee to Advocate:  Amplify your talent brand through employee engage...
From Employee to Advocate: Amplify your talent brand through employee engage...Rebecca Feldman
 
Got Content? How to Build Strong Employee Learning Programs with Off-the-Shel...
Got Content? How to Build Strong Employee Learning Programs with Off-the-Shel...Got Content? How to Build Strong Employee Learning Programs with Off-the-Shel...
Got Content? How to Build Strong Employee Learning Programs with Off-the-Shel...BizLibrary
 
Practical Tips on Designing an effective Digital Hub SPSNYC18
Practical Tips on Designing an effective Digital Hub SPSNYC18Practical Tips on Designing an effective Digital Hub SPSNYC18
Practical Tips on Designing an effective Digital Hub SPSNYC18Kanwal Khipple
 
Administration and Office Management Best Practices
Administration and Office Management Best Practices Administration and Office Management Best Practices
Administration and Office Management Best Practices Charles Cotter, PhD
 
The Experts Guide to Build a Strong Corporate Culture
The Experts Guide to Build a Strong Corporate CultureThe Experts Guide to Build a Strong Corporate Culture
The Experts Guide to Build a Strong Corporate CultureSahra-Josephine Hjorth
 
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...LinkedIn Talent Solutions
 

Similar to Changing HR Portals to People Portals: Energize, Engage and Enable Your Employees (20)

SASUG April - Building Social Networks and the Social Journey
SASUG April - Building Social Networks and the Social JourneySASUG April - Building Social Networks and the Social Journey
SASUG April - Building Social Networks and the Social Journey
 
Social HR: Transform Your Employees, Transform Your Organization
Social HR: Transform Your Employees, Transform Your OrganizationSocial HR: Transform Your Employees, Transform Your Organization
Social HR: Transform Your Employees, Transform Your Organization
 
CAREER MANAGEMENT
CAREER MANAGEMENTCAREER MANAGEMENT
CAREER MANAGEMENT
 
The Agile Generational Workforce
The Agile Generational WorkforceThe Agile Generational Workforce
The Agile Generational Workforce
 
The Martec & Employer Brand Mason Webinars | Session 1 - Maximise the benefit...
The Martec & Employer Brand Mason Webinars | Session 1 - Maximise the benefit...The Martec & Employer Brand Mason Webinars | Session 1 - Maximise the benefit...
The Martec & Employer Brand Mason Webinars | Session 1 - Maximise the benefit...
 
Employee Development Strategies For Your Remote Workforce
Employee Development Strategies For Your Remote WorkforceEmployee Development Strategies For Your Remote Workforce
Employee Development Strategies For Your Remote Workforce
 
Enabling Social Learning Case Study - Michelle Ockers
Enabling Social Learning Case Study - Michelle OckersEnabling Social Learning Case Study - Michelle Ockers
Enabling Social Learning Case Study - Michelle Ockers
 
Are Your Staff Ready to Learn Online?
Are Your Staff Ready to Learn Online?Are Your Staff Ready to Learn Online?
Are Your Staff Ready to Learn Online?
 
HR Webinar: Technology Opens New Paths for HR and Business
HR Webinar: Technology Opens New Paths for HR and BusinessHR Webinar: Technology Opens New Paths for HR and Business
HR Webinar: Technology Opens New Paths for HR and Business
 
How to Develop a Simple and Nimble Content Strategy - Webinar 01.16.14
How to Develop a Simple and Nimble Content Strategy - Webinar 01.16.14How to Develop a Simple and Nimble Content Strategy - Webinar 01.16.14
How to Develop a Simple and Nimble Content Strategy - Webinar 01.16.14
 
Social learning networks
Social learning networksSocial learning networks
Social learning networks
 
What's Your LMSs Status? Online Learning Conference 2014
What's Your LMSs Status? Online Learning Conference 2014What's Your LMSs Status? Online Learning Conference 2014
What's Your LMSs Status? Online Learning Conference 2014
 
How to Launch an Employee Advocate Program
How to Launch an Employee Advocate ProgramHow to Launch an Employee Advocate Program
How to Launch an Employee Advocate Program
 
Connected, Committed and Collaborative: How an Engaged Workforce Drives Success
Connected, Committed and Collaborative: How an Engaged Workforce Drives SuccessConnected, Committed and Collaborative: How an Engaged Workforce Drives Success
Connected, Committed and Collaborative: How an Engaged Workforce Drives Success
 
From Employee to Advocate: Amplify your talent brand through employee engage...
From Employee to Advocate:  Amplify your talent brand through employee engage...From Employee to Advocate:  Amplify your talent brand through employee engage...
From Employee to Advocate: Amplify your talent brand through employee engage...
 
Got Content? How to Build Strong Employee Learning Programs with Off-the-Shel...
Got Content? How to Build Strong Employee Learning Programs with Off-the-Shel...Got Content? How to Build Strong Employee Learning Programs with Off-the-Shel...
Got Content? How to Build Strong Employee Learning Programs with Off-the-Shel...
 
Practical Tips on Designing an effective Digital Hub SPSNYC18
Practical Tips on Designing an effective Digital Hub SPSNYC18Practical Tips on Designing an effective Digital Hub SPSNYC18
Practical Tips on Designing an effective Digital Hub SPSNYC18
 
Administration and Office Management Best Practices
Administration and Office Management Best Practices Administration and Office Management Best Practices
Administration and Office Management Best Practices
 
The Experts Guide to Build a Strong Corporate Culture
The Experts Guide to Build a Strong Corporate CultureThe Experts Guide to Build a Strong Corporate Culture
The Experts Guide to Build a Strong Corporate Culture
 
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...
 

More from Elizabeth Lupfer

Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...Elizabeth Lupfer
 
2013 Engagement and Retention in 2013 by Aberdeen
2013 Engagement and Retention in 2013 by Aberdeen2013 Engagement and Retention in 2013 by Aberdeen
2013 Engagement and Retention in 2013 by AberdeenElizabeth Lupfer
 
Employe Engagement Research Update by BlessingWhite
Employe Engagement Research Update by BlessingWhiteEmploye Engagement Research Update by BlessingWhite
Employe Engagement Research Update by BlessingWhiteElizabeth Lupfer
 
2013 Trends Report - The State of Employee Engagement by Quantum Workplace
2013 Trends Report - The State of Employee Engagement by Quantum Workplace2013 Trends Report - The State of Employee Engagement by Quantum Workplace
2013 Trends Report - The State of Employee Engagement by Quantum WorkplaceElizabeth Lupfer
 
Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Employee Recognition Survey - Driving Stronger Performance Through Employee R...Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Employee Recognition Survey - Driving Stronger Performance Through Employee R...Elizabeth Lupfer
 
Employee Engagement White Paper by 360Solutions
Employee Engagement White Paper by 360SolutionsEmployee Engagement White Paper by 360Solutions
Employee Engagement White Paper by 360SolutionsElizabeth Lupfer
 
Eight Recommendations to Improve Employee Engagement by Hay Group
Eight Recommendations to Improve Employee Engagement by Hay GroupEight Recommendations to Improve Employee Engagement by Hay Group
Eight Recommendations to Improve Employee Engagement by Hay GroupElizabeth Lupfer
 
Employee Engagement Capabilities Report by Altus and Red Balloon
Employee Engagement Capabilities Report by Altus and Red BalloonEmployee Engagement Capabilities Report by Altus and Red Balloon
Employee Engagement Capabilities Report by Altus and Red BalloonElizabeth Lupfer
 
HR Development and Trends Survey by Prelude Systems
HR Development and Trends Survey by Prelude SystemsHR Development and Trends Survey by Prelude Systems
HR Development and Trends Survey by Prelude SystemsElizabeth Lupfer
 
2013 Global Workplace Health and Wellness by GCC
2013 Global Workplace Health and Wellness by GCC2013 Global Workplace Health and Wellness by GCC
2013 Global Workplace Health and Wellness by GCCElizabeth Lupfer
 
Placing Trust in Employee Engagement by Acas Council
Placing Trust in Employee Engagement by Acas CouncilPlacing Trust in Employee Engagement by Acas Council
Placing Trust in Employee Engagement by Acas CouncilElizabeth Lupfer
 
2013 Engagement and Retention in 2013 by TalentKeepers
2013 Engagement and Retention in 2013 by TalentKeepers2013 Engagement and Retention in 2013 by TalentKeepers
2013 Engagement and Retention in 2013 by TalentKeepersElizabeth Lupfer
 
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...Elizabeth Lupfer
 
State of the American Workplace by Gallup
State of the American Workplace by GallupState of the American Workplace by Gallup
State of the American Workplace by GallupElizabeth Lupfer
 
Employee Engagement by PERKS
Employee Engagement by PERKSEmployee Engagement by PERKS
Employee Engagement by PERKSElizabeth Lupfer
 
Building Trust 2013 by Interaction Associates
Building Trust 2013 by Interaction AssociatesBuilding Trust 2013 by Interaction Associates
Building Trust 2013 by Interaction AssociatesElizabeth Lupfer
 
The Connected Workplace 2013 by Deloitte
The Connected Workplace 2013 by DeloitteThe Connected Workplace 2013 by Deloitte
The Connected Workplace 2013 by DeloitteElizabeth Lupfer
 
A Barometer of HR Trends and Prospects 2013 by CIPD
A Barometer of HR Trends and Prospects 2013 by CIPDA Barometer of HR Trends and Prospects 2013 by CIPD
A Barometer of HR Trends and Prospects 2013 by CIPDElizabeth Lupfer
 
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...Elizabeth Lupfer
 
The Social Transformation of HR
The Social Transformation of HRThe Social Transformation of HR
The Social Transformation of HRElizabeth Lupfer
 

More from Elizabeth Lupfer (20)

Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
Strategic Business Intelligence for HR - 6 HR Metrics No Executive Should Be ...
 
2013 Engagement and Retention in 2013 by Aberdeen
2013 Engagement and Retention in 2013 by Aberdeen2013 Engagement and Retention in 2013 by Aberdeen
2013 Engagement and Retention in 2013 by Aberdeen
 
Employe Engagement Research Update by BlessingWhite
Employe Engagement Research Update by BlessingWhiteEmploye Engagement Research Update by BlessingWhite
Employe Engagement Research Update by BlessingWhite
 
2013 Trends Report - The State of Employee Engagement by Quantum Workplace
2013 Trends Report - The State of Employee Engagement by Quantum Workplace2013 Trends Report - The State of Employee Engagement by Quantum Workplace
2013 Trends Report - The State of Employee Engagement by Quantum Workplace
 
Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Employee Recognition Survey - Driving Stronger Performance Through Employee R...Employee Recognition Survey - Driving Stronger Performance Through Employee R...
Employee Recognition Survey - Driving Stronger Performance Through Employee R...
 
Employee Engagement White Paper by 360Solutions
Employee Engagement White Paper by 360SolutionsEmployee Engagement White Paper by 360Solutions
Employee Engagement White Paper by 360Solutions
 
Eight Recommendations to Improve Employee Engagement by Hay Group
Eight Recommendations to Improve Employee Engagement by Hay GroupEight Recommendations to Improve Employee Engagement by Hay Group
Eight Recommendations to Improve Employee Engagement by Hay Group
 
Employee Engagement Capabilities Report by Altus and Red Balloon
Employee Engagement Capabilities Report by Altus and Red BalloonEmployee Engagement Capabilities Report by Altus and Red Balloon
Employee Engagement Capabilities Report by Altus and Red Balloon
 
HR Development and Trends Survey by Prelude Systems
HR Development and Trends Survey by Prelude SystemsHR Development and Trends Survey by Prelude Systems
HR Development and Trends Survey by Prelude Systems
 
2013 Global Workplace Health and Wellness by GCC
2013 Global Workplace Health and Wellness by GCC2013 Global Workplace Health and Wellness by GCC
2013 Global Workplace Health and Wellness by GCC
 
Placing Trust in Employee Engagement by Acas Council
Placing Trust in Employee Engagement by Acas CouncilPlacing Trust in Employee Engagement by Acas Council
Placing Trust in Employee Engagement by Acas Council
 
2013 Engagement and Retention in 2013 by TalentKeepers
2013 Engagement and Retention in 2013 by TalentKeepers2013 Engagement and Retention in 2013 by TalentKeepers
2013 Engagement and Retention in 2013 by TalentKeepers
 
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
The Next High-Stakes Quest - Balancing Employer and Employee Priorities by To...
 
State of the American Workplace by Gallup
State of the American Workplace by GallupState of the American Workplace by Gallup
State of the American Workplace by Gallup
 
Employee Engagement by PERKS
Employee Engagement by PERKSEmployee Engagement by PERKS
Employee Engagement by PERKS
 
Building Trust 2013 by Interaction Associates
Building Trust 2013 by Interaction AssociatesBuilding Trust 2013 by Interaction Associates
Building Trust 2013 by Interaction Associates
 
The Connected Workplace 2013 by Deloitte
The Connected Workplace 2013 by DeloitteThe Connected Workplace 2013 by Deloitte
The Connected Workplace 2013 by Deloitte
 
A Barometer of HR Trends and Prospects 2013 by CIPD
A Barometer of HR Trends and Prospects 2013 by CIPDA Barometer of HR Trends and Prospects 2013 by CIPD
A Barometer of HR Trends and Prospects 2013 by CIPD
 
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
3 Keys to Influence: Understanding and Leveraging Social Capital [whitepaper]...
 
The Social Transformation of HR
The Social Transformation of HRThe Social Transformation of HR
The Social Transformation of HR
 

Recently uploaded

Inside the Black Box of Venture Capital (VC)
Inside the Black Box of Venture Capital (VC)Inside the Black Box of Venture Capital (VC)
Inside the Black Box of Venture Capital (VC)Alejandro Cremades
 
Constitution of Company Article of Association
Constitution of Company Article of AssociationConstitution of Company Article of Association
Constitution of Company Article of Associationseri bangash
 
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In HarareTop^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Hararedoctorjoe1984
 
(( wa 0851/7541/5434 )) Jual Obat Aborsi Di Surabaya - Cytotec Misoprostol 20...
(( wa 0851/7541/5434 )) Jual Obat Aborsi Di Surabaya - Cytotec Misoprostol 20...(( wa 0851/7541/5434 )) Jual Obat Aborsi Di Surabaya - Cytotec Misoprostol 20...
(( wa 0851/7541/5434 )) Jual Obat Aborsi Di Surabaya - Cytotec Misoprostol 20...Spesiialis Kandungan BPOM
 
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptxBlinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptxSaksham Gupta
 
5 Brilliant Ways To Buy Verified Payoneer Accounts In 2024
5 Brilliant Ways To Buy Verified Payoneer Accounts In 20245 Brilliant Ways To Buy Verified Payoneer Accounts In 2024
5 Brilliant Ways To Buy Verified Payoneer Accounts In 2024https://localsmmshop.com/
 
The Risks of Ignoring Bookkeeping in Your Business
The Risks of Ignoring Bookkeeping in Your BusinessThe Risks of Ignoring Bookkeeping in Your Business
The Risks of Ignoring Bookkeeping in Your BusinessYourLegal Accounting
 
Powerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsPowerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsCaitlinCummins3
 
ابو ظبي اعلان | - سايتوتك في الامارات حبوب الاجهاض للبيع ف حبوب الإجهاض ... ا...
ابو ظبي اعلان | - سايتوتك في الامارات حبوب الاجهاض للبيع ف حبوب الإجهاض ... ا...ابو ظبي اعلان | - سايتوتك في الامارات حبوب الاجهاض للبيع ف حبوب الإجهاض ... ا...
ابو ظبي اعلان | - سايتوتك في الامارات حبوب الاجهاض للبيع ف حبوب الإجهاض ... ا...brennadilys816
 
Stages of Startup Funding - An Explainer
Stages of Startup Funding - An ExplainerStages of Startup Funding - An Explainer
Stages of Startup Funding - An ExplainerAlejandro Cremades
 
NewBase 17 May 2024 Energy News issue - 1725 by Khaled Al Awadi_compresse...
NewBase   17 May  2024  Energy News issue - 1725 by Khaled Al Awadi_compresse...NewBase   17 May  2024  Energy News issue - 1725 by Khaled Al Awadi_compresse...
NewBase 17 May 2024 Energy News issue - 1725 by Khaled Al Awadi_compresse...Khaled Al Awadi
 
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxExploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxTexas Flange
 
PEMATANG SIANTAR 0851/8063/4797 JUAL OBAT ABORSI CYTOTEC PEMATANG SIANTAR
PEMATANG SIANTAR 0851/8063/4797 JUAL OBAT ABORSI CYTOTEC PEMATANG SIANTARPEMATANG SIANTAR 0851/8063/4797 JUAL OBAT ABORSI CYTOTEC PEMATANG SIANTAR
PEMATANG SIANTAR 0851/8063/4797 JUAL OBAT ABORSI CYTOTEC PEMATANG SIANTARdoktercalysta
 
MichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfMichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfmstarkes24
 
Creating an Income Statement with Forecasts: A Simple Guide and Free Excel Te...
Creating an Income Statement with Forecasts: A Simple Guide and Free Excel Te...Creating an Income Statement with Forecasts: A Simple Guide and Free Excel Te...
Creating an Income Statement with Forecasts: A Simple Guide and Free Excel Te...Aurelien Domont, MBA
 
How Do Venture Capitalists Make Decisions?
How Do Venture Capitalists Make Decisions?How Do Venture Capitalists Make Decisions?
How Do Venture Capitalists Make Decisions?Alejandro Cremades
 
Presentation4 (2) survey responses clearly labelled
Presentation4 (2) survey responses clearly labelledPresentation4 (2) survey responses clearly labelled
Presentation4 (2) survey responses clearly labelledCaitlinCummins3
 
How to refresh to be fit for the future world
How to refresh to be fit for the future worldHow to refresh to be fit for the future world
How to refresh to be fit for the future worldChris Skinner
 
hyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statementshyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statementsirhcs
 
The Truth About Dinesh Bafna's Situation.pdf
The Truth About Dinesh Bafna's Situation.pdfThe Truth About Dinesh Bafna's Situation.pdf
The Truth About Dinesh Bafna's Situation.pdfMont Surfaces
 

Recently uploaded (20)

Inside the Black Box of Venture Capital (VC)
Inside the Black Box of Venture Capital (VC)Inside the Black Box of Venture Capital (VC)
Inside the Black Box of Venture Capital (VC)
 
Constitution of Company Article of Association
Constitution of Company Article of AssociationConstitution of Company Article of Association
Constitution of Company Article of Association
 
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In HarareTop^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
Top^Clinic ^%[+27785538335__Safe*Women's clinic//Abortion Pills In Harare
 
(( wa 0851/7541/5434 )) Jual Obat Aborsi Di Surabaya - Cytotec Misoprostol 20...
(( wa 0851/7541/5434 )) Jual Obat Aborsi Di Surabaya - Cytotec Misoprostol 20...(( wa 0851/7541/5434 )) Jual Obat Aborsi Di Surabaya - Cytotec Misoprostol 20...
(( wa 0851/7541/5434 )) Jual Obat Aborsi Di Surabaya - Cytotec Misoprostol 20...
 
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptxBlinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
Blinkit: Revolutionizing the On-Demand Grocery Delivery Service.pptx
 
5 Brilliant Ways To Buy Verified Payoneer Accounts In 2024
5 Brilliant Ways To Buy Verified Payoneer Accounts In 20245 Brilliant Ways To Buy Verified Payoneer Accounts In 2024
5 Brilliant Ways To Buy Verified Payoneer Accounts In 2024
 
The Risks of Ignoring Bookkeeping in Your Business
The Risks of Ignoring Bookkeeping in Your BusinessThe Risks of Ignoring Bookkeeping in Your Business
The Risks of Ignoring Bookkeeping in Your Business
 
Powerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metricsPowerpoint showing results from tik tok metrics
Powerpoint showing results from tik tok metrics
 
ابو ظبي اعلان | - سايتوتك في الامارات حبوب الاجهاض للبيع ف حبوب الإجهاض ... ا...
ابو ظبي اعلان | - سايتوتك في الامارات حبوب الاجهاض للبيع ف حبوب الإجهاض ... ا...ابو ظبي اعلان | - سايتوتك في الامارات حبوب الاجهاض للبيع ف حبوب الإجهاض ... ا...
ابو ظبي اعلان | - سايتوتك في الامارات حبوب الاجهاض للبيع ف حبوب الإجهاض ... ا...
 
Stages of Startup Funding - An Explainer
Stages of Startup Funding - An ExplainerStages of Startup Funding - An Explainer
Stages of Startup Funding - An Explainer
 
NewBase 17 May 2024 Energy News issue - 1725 by Khaled Al Awadi_compresse...
NewBase   17 May  2024  Energy News issue - 1725 by Khaled Al Awadi_compresse...NewBase   17 May  2024  Energy News issue - 1725 by Khaled Al Awadi_compresse...
NewBase 17 May 2024 Energy News issue - 1725 by Khaled Al Awadi_compresse...
 
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptxExploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
Exploring-Pipe-Flanges-Applications-Types-and-Benefits.pptx
 
PEMATANG SIANTAR 0851/8063/4797 JUAL OBAT ABORSI CYTOTEC PEMATANG SIANTAR
PEMATANG SIANTAR 0851/8063/4797 JUAL OBAT ABORSI CYTOTEC PEMATANG SIANTARPEMATANG SIANTAR 0851/8063/4797 JUAL OBAT ABORSI CYTOTEC PEMATANG SIANTAR
PEMATANG SIANTAR 0851/8063/4797 JUAL OBAT ABORSI CYTOTEC PEMATANG SIANTAR
 
MichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdfMichaelStarkes_UncutGemsProjectSummary.pdf
MichaelStarkes_UncutGemsProjectSummary.pdf
 
Creating an Income Statement with Forecasts: A Simple Guide and Free Excel Te...
Creating an Income Statement with Forecasts: A Simple Guide and Free Excel Te...Creating an Income Statement with Forecasts: A Simple Guide and Free Excel Te...
Creating an Income Statement with Forecasts: A Simple Guide and Free Excel Te...
 
How Do Venture Capitalists Make Decisions?
How Do Venture Capitalists Make Decisions?How Do Venture Capitalists Make Decisions?
How Do Venture Capitalists Make Decisions?
 
Presentation4 (2) survey responses clearly labelled
Presentation4 (2) survey responses clearly labelledPresentation4 (2) survey responses clearly labelled
Presentation4 (2) survey responses clearly labelled
 
How to refresh to be fit for the future world
How to refresh to be fit for the future worldHow to refresh to be fit for the future world
How to refresh to be fit for the future world
 
hyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statementshyundai capital 2023 consolidated financial statements
hyundai capital 2023 consolidated financial statements
 
The Truth About Dinesh Bafna's Situation.pdf
The Truth About Dinesh Bafna's Situation.pdfThe Truth About Dinesh Bafna's Situation.pdf
The Truth About Dinesh Bafna's Situation.pdf
 

Changing HR Portals to People Portals: Energize, Engage and Enable Your Employees

  • 1. FROM HR PORTAL TO PEOPLE PORTAL ENABLE ENGAGE ENERGIZE Elizabeth Lupfer @socialworkplace
  • 2. OUCH! WHY PEOPLE PORTALS ARE IMPORTANT IN THE UK
  • 3. THINK OF YOUR INTRANET AS… • People working with people. • Serving the needs of employees, but also to increase their productivity • A place to build behavior and then create workflows around them • A teacher of new skills and developer of existing ones TEAM PLAYER TIME MACHINE CONDUCTOR OF CULTURE SCHOOL OF NEW SKILLS
  • 4. NO OWNERSHIP = HOT MESS • 74% identified ‘content management’ – the creation, publishing and management of content on the intranet - as the top intranet management issue. • Insufficient control and ownership’ of the intranet was cited by 46% of managers • 43% of respondents cite politics as the top issue MARKETING IT CORP COMM HR
  • 5. PORTAL MANAGEMENT Getting the whole company to collaborate is crucial. PRO No one owner and promotes maximum freedom for content owners and publishers CON Mish-mash of sites with little or no standards Increasing amount of resources to create and maintain PRO Single ownership consolidated in a single department Highly controlled, regulated and bureaucratic CON Not as responsive to the needs of stakeholders and content owners Highly restricts creative freedom and ingenuity PRO Representation of all major functional stakeholders A collaborative team governs the application of policies, standards and templates CON Not as effective if there is no executive sponsor “The Politics of Intranet Ownership” Prescient Digital CENTRALIZEDDECENTRALIZED COLLABORATIVE
  • 8. Employees are the cogs around which the gears of business turn. If the portal isn’t relevant to their experiences, then the portal fails, the messaging falls flat, and the business suffers overall. The key to making an intranet relevant to employees is by assessing the employee lifecycle. Employees have different needs and differing levels of engagement based on where they within the lifecycle.
  • 9. WHAT CAN BE INTEGRATED IN THE LIFECYCLE • Information dissemination • Information collection • HR transactions • Training / Learning • Feedback gathering • Community building • Performance management • Recruiting • Compensation
  • 10. CONTENT DISORGANIZATION Having a baby money work/lif e health forms When you don’t leverage the employee lifecycle, content can easily become disorganized. For example, assume you have four content areas on your intranet (money, work/life, forms and health) and information on having a baby is distributed within each of these different areas. The disorganization of this content creates a confusing employee experience… they don’t know where content is … they just know they’re having a baby.
  • 11. PEOPLE-ORIENTED CONTENT ORGANIZATION Having a baby money Work/li fe health forms Organizing content based on the employee lifecycle means you recognize the employee need first (having a baby) and then organize the content second.
  • 12. DISTINCTIVE AND CUSTOMIZED EMPLOYEES UNDERSTAND THEIR CONNECTION TO THE BUSINESS AND TO EACH OTHER NEEDS OF THE BUSINESS ARE MET AT THE SAME TIME THE NEEDS OF EMPLOYEES ARE INSTANT ACCESS TO RELEVANT TRANSACTIONAL DATA FROM ACROSS HR AND BUSINESS APPLICATIONS INTERACTIONS ARE MORE CONSISTENT – CONTENT IS STANDARDIZED CONNECT WITH REAL WORK GOALS AND PROCESSES CONNECT WITH IMPROVING PERFORMANCE
  • 14.
  • 15. Lifecycle Base Opportunity Role ATTRACTION Brand tracking, conversation, observation Conductor RECRUITING Peer to Peer Recruitment Use your own employees as brand advocates and give potential hires a unique perspective into the culture of the area of the company they are thinking of joining. Team Player ONBOARD Role Specific Wikis Allow new hires and long time employees to contribute tips to help others through the process – sharing tacit knowledge on how to be successful in a new role. School of New Skills ENABLEMENT Learning Communities Extend virtual classrooms beyond the course time by allowing employees to connect before and after the course. School of New Skills GROWTH Idea Generation, Group Think & Innovation Connect employees on similar development plans so they can encourage and support one another. School of New Skills RETENTION Social Recognition Keeping employees motivated through peer-to-peer acknowledgement & recognition by featuring employee profiles. Give employees a way to track how their actions impact overall company performance and helps them meet their own objectives. Conductor of Culture SEPARATION Alumni Communities Keep in touch with your employees. You never know when you might want to bring them back. Team Player
  • 16. Crowd-sourced Job aids and Video tutorials of common HR transactions. Allow employees to contribute to job aids for their own roles. Video tutorials will help employees navigate through HR transactions and reduce the number of “help” calls to HR. Virtual agent and Interactive FAQ. Enable employees find answers themselves by compiling the questions frequently asked into in a searchable portal or knowledge base. Interactive training/learning. No more training manuals and Powerpoints. Instead, make courses engaging through the use of interactive slideshows, quizzes, gamification, and videos. Employee-generated keyword tagging and Auto Suggest Search. #1 complaint of any portal is the inability to find content. In blogger style, introduce functionality that allows employees to “tag” content. Page rating, Like and Sharing. Enable content sharing while also getting data on how well employees like the content found on a page. FIVE AWESOME WAYS to Immediately Interact with Employees
  • 17. DISTINCTIVE Time Sensitive To Do’s feed from HR systems STREAMLINED Virtual Agent Help and Knowledge base DISTINCTIVE Info distinct to employee role as well as policies. CUSTOMIZED CONTENT Interactive calendar, tasks and important information STREAMLINED Real time access to vacation and leave status CUSTOMIZED CONTROL Ability to display widgets that are important to the individual employee
  • 18. EMPLOYEE PROFILE Profile navigation: • Employee info • Skills • Location • Awards / Recognition • Social Activity • Blog posts gamification Social recognition Social activity Learning and Development
  • 20. WORKING WITHOUT WALLS • The job performance either exceeds or remains on par with that of workers in a traditional workplace. • Allows for optimal use of technological advances • Extranet FLEXIBILITY PRODUCTIVITY GREEN BALANCE
  • 21. MOBILITY AT WORK • Anytime, Anywhere • Instant Access • Mobile web or Mobile apps – depends on whether your infrastructure supports transactions on mobile devices • Bring Your Own Device (BYOD) or Company- Enabled, Personally Owned (COPE) EMPLOYEE DIRECTORY INTERNAL COMMS TIME REPORTING LEARNING
  • 22.
  • 23. ENABLEMENTRELEVANT INTERACTIVE ACCESSIBLE ENGAGEMENT PRODUCTIVITY STRATEGY OUTCOMES 22 PERCENT INCREASE IN PRODUCTIVITY (87% PROFITABILITY) 18 PERCENT IMPROVEMENT IN EMPLOYEE ENGAGEMENT Y/Y WHEN USING SOCIAL TECHNOLOGIES 80 PERCENT OF ORGANIZATIONS WHO HAVE WORKPLACE MOBILITY HAVE ALREADY SEEN BENEFITS
  • 24. FINAL THOUGHTS 1. Assess the current temperature of your employees and organization -- employee sentiment 2. Think about how your social intranet can make an employee’s job easier. 3. Focus on the solution not the system. 4. Choose technologies that will evolve with your changing business needs.
  • 25. ORGANIZATIONAL NEEDS AND EMPLOYEE NEEDS ARE COMPLEMENTARY GOALS. AND A PEOPLE PORTAL BRINGS THESE TWO TOGETHER THROUGH AN ENERGIZED, ENABLED AND ENGAGING EXPERIENCE. ENABLE ENGAGE ENERGIZE

Editor's Notes

  1. What is important to understand here is that a “compelling employee experience” doesn’t mean your portal has to be a multi-media extravaganza – it simply means it needs to serve each individual in a personalized and relevant way. This means bringing some intelligence to the party.
  2. Team Player First, the intranet needs to be taught – familiarized with daily routines, information about employee duties, and, perhaps, how to automate some of them Automate all the typical scenarios of interaction between the HR department and employees Time MachineThe work of the HR department is not only to serve the needs of employees, but also, where possible, to increase their productivity.Allow employees to plan their activities effectively, in sync with their colleaguesConductorMechanisms such as surveys and polls, web forms, Q&A to top management or an anonymous ‘drop box’ for objective (or objectionable) feedback helps to track the mood of the team and assess the overall level of satisfaction School of New SkillsOnboarding, developing, and training new employeesIn a nutshell, a people portal recognizes that HR transactions no longer need to happen in the back office. Rather, they can now happen through the front end via interactive user interfaces.
  3. What is the biggest challenge to achieving intranet success? You might be inclined to answer ‘technology’ or ‘budgets’ but, in reality, it is politics.Marketing typically claims ownership because they’re revenue generating. Technology and IT owns the infrastructure, Corporate Comms see the intranet as a communications channel.IT sees the world a little bit differently than corporate communications; communications sees the world a little differently than HR; and, no one understands marketing's world, except marketing.How then are all these groups supposed to come together and agree on a joint intranet or portal? They simply cannot without proper mediation, controls and structure – they're just too different. And the resulting question becomes it it preferable to have no clear ownship or contested ownership? And it has a tricky answer because no ownership sometimes means complacency and overly contested ownership causes friction.A study of 500+ intranet managers by Melcrum Research of London, England, found that amongst the top issues / challenges facing intranet managers were those of politics: HR really has an opportunity to step up to the plate because HR really impacts ALL these areas.
  4. DecentralizedThe ‘wild west’ or ‘intranet sprawl’ approach to development and management is often the end result of decentralized intranet ownership, which is more common in larger organizations.“Everybody had their own server or intranet site – hundreds or thousands – that allowed many intranet ‘flowers’ to blossom,” says Lister. “The problem was that a lot of the flowers went stale and withered but stayed on the vine, and it became increasingly difficult to find the right information through all the stale clutter. And I don’t think we helped a lot of employees through this approach.”Ultimately, the decentralized model has no one owner and promotes maximum freedom for content owners and publishers, but promotes a sprawling mish-mash of sites with little or no standards and an increasing amount of resources to create and maintain many separate and disparate intranet sites.CentralizedCentralized, more common in early stage intranets or smaller companies, is characterized by single ownership consolidated in a single department, often IT, HR or corporate communications. Centralized intranets are highly controlled, regulated and bureaucratic with one department acting as the lone sheriff and boss of all publishing and design. While process rules the day and there exists more consistency across the intranet, a centralized intranet is not as responsive to the needs of stakeholders and content owners and highly restricts creative freedom and ingenuity.CollaborativeThe emerging next generation model of intranet governance is a collaborative or federated model most often taking the form of a cross-representative steering committee representing the major functional stakeholders in communications, human resources, operations, IT and business units. This model is most successful when the committee is championed by one or two key executives, often the CIO, the head of communications or human resources. Instead of no owner, or one single owner, a collaborative team governs the intranet through the application of policies, standards and templates.
  5. StreamlinedMultitude of HR systems: ATS, SAP, PSoft, ESS, MSS, TMS, ADPFor example, 160 HR systems … imagine reauthenticating each time for each of those systemsReduce the number click throughs, reduce the number of external sites, enhance the intranet experienceDistinctiveI would never expect my doctor to introduce himself to me as Dr X and refer to me as Patient 123879. The relationship between a doctor and patient is personal and so too should the relationship between an organization and its employees be. The content, navigation and design should be personalized to the employee: who they are, where they are, and what they doDistinct doesn’t just mean that an employee is greeted by name, but it also means that you recognize that employees’ time is valuable by providing role-based access to the information, tools and resources required to be effective employees. Supervisors should immediately see manager systems, international employees should see HR guidelines specific to them or their country, field workers should have quicker access to time reporting tools, and, if you use them, social platforms such as Salesforce should be integrated for your sales & marketing teams.CustomizedThere are two important aspects to customized delivery: content and control. Customizedcontent on a people portal presents time sensitive information and action to employees. It integrates corporate and organizational news along with automated HR transactions where possible.Customizedcontrol puts more power into the hands of the employees to manage their content and data. Traditionally, employee data has always been managed solely by HR. But on nearly every external social networking profile, users have the ability to change their photo, personal data and customize their information. It makes sense then that we would enable this same functionality on the HR portal. In a nutshell, a people portal recognizes that HR transactions no longer need to happen in the back office. Rather, they can now happen through the front end via interactive user interfaces.And just to help you understand the difference more clearly:Distinctive experience is ROLE-based… what employees should or should not see depending on their role, location, etc. Essentially the information that is stored within the LDAP.Customized content and control is based on where the employee is within the employee lifecycle
  6. Integrated (streamlined)Multitude of HR systems: ATS, SAP, PSoft, ESS, MSS, TMS, ADPFor example, 160 HR systems … imagine reauthenticating each time for each of those systemsReduce the number click throughs, reduce the number of external sites, enhance the intranet experienceDistinctiveI would never expect my doctor to introduce himself to me as Dr X and refer to me as Patient 123879. The relationship between a doctor and patient is personal and so too should the relationship between an organization and its employees be. The content, navigation and design should be personalized to the employee: who they are, where they are, and what they doDistinct doesn’t just mean that an employee is greeted by name, but it also means that you recognize that employees’ time is valuable by providing role-based access to the information, tools and resources required to be effective employees. Supervisors should immediately see manager systems, international employees should see HR guidelines specific to them or their country, field workers should have quicker access to time reporting tools, and, if you use them, social platforms such as Salesforce should be integrated for your sales & marketing teams.CustomizedThere are two important aspects to customized delivery: content and control. Customizedcontent on a people portal presents time sensitive information and action to employees. It integrates corporate and organizational news along with automated HR transactions where possible.Customizedcontrol puts more power into the hands of the employees to manage their content and data. Traditionally, employee data has always been managed solely by HR. But on nearly every external social networking profile, users have the ability to change their photo, personal data and customize their information. It makes sense then that we would enable this same functionality on the HR portal. In a nutshell, a people portal recognizes that HR transactions no longer need to happen in the back office. Rather, they can now happen through the front end via interactive user interfaces.And just to help you understand the difference more clearly:Distinctive experience is ROLE-based… what employees should or should not see depending on their role, location, etc. Essentially the information that is stored within the LDAP.Customized content and control is based on where the employee is within the employee lifecycle
  7. Employees are the cogs around which the gears of business turn. If the portal isn’t relevant to their experiences, then the portal fails, the messaging falls flat, and the business suffers overall.
  8. A lifecycle approach enables you to move away from siloed transactions…That means, stop thinking in terms of individual employee transactions…Start thinking about them as interactions between the employee and the organization that build a relationship over timeTakes a Lifecycle perspective enables employees to connect with real work goals and processes. Also able to connect with improving performance.Builds relationships more thoroughly – employees understand their connection to the business and to each otherInteractions are more consistent – content is standardized, employeesYou are able to focus on mutual needs and contributions – the needs of the business are met at the same time the needs of employees are… and everything is built within contextHR leaders are able to identify and develop social opportunities that are relevant to employees
  9. if you think of your co-worker as an asset, a headcount, an employee number or a pain you will deal with them as a transaction. if you see them as a person, someone with value beyond their labor, then when you deal with them it is an interaction
  10. After you’ve assessed how to be relevant to employees based off where they are within the lifecycle, you then can use social technologies to leverage those employees with high engagement levels and properly address those employees with low engagement levels.
  11. Team Player First, the intranet needs to be taught – familiarized with daily routines, information about employee duties, and, perhaps, how to automate some of them Automate all the typical scenarios of interaction between the HR department and employees Time MachineThe work of the HR department is not only to serve the needs of employees, but also, where possible, to increase their productivity.Allow employees to plan their activities effectively, in sync with their colleaguesConductorMechanisms such as surveys and polls, web forms, Q&A to top management or an anonymous ‘drop box’ for objective (or objectionable) feedback helps to track the mood of the team and assess the overall level of satisfaction School of New SkillsOnboarding, developing, and training new employeesIn a nutshell, a people portal recognizes that HR transactions no longer need to happen in the back office. Rather, they can now happen through the front end via interactive user interfaces.
  12. Team Player First, the intranet needs to be taught – familiarized with daily routines, information about employee duties, and, perhaps, how to automate some of them Automate all the typical scenarios of interaction between the HR department and employees Time MachineThe work of the HR department is not only to serve the needs of employees, but also, where possible, to increase their productivity.Allow employees to plan their activities effectively, in sync with their colleaguesConductorMechanisms such as surveys and polls, web forms, Q&A to top management or an anonymous ‘drop box’ for objective (or objectionable) feedback helps to track the mood of the team and assess the overall level of satisfaction School of New SkillsOnboarding, developing, and training new employeesIn a nutshell, a people portal recognizes that HR transactions no longer need to happen in the back office. Rather, they can now happen through the front end via interactive user interfaces.
  13. So here are four ways you can really start moving away from talking about HR role’s role to really changing HR’s role:HR Experience Council that involves all key stakeholders. This would be different from a user experience council in that it looks at the overall strategy and content of the portal not just the functionality of how those elements will be presented.1. Determine what your employees’ needs are, what will make their work more efficient and productive. The all important voice of the employee can make or break your portal experience. Use employee opinion surveys, pulse surveys, focus groups and employee feedback. Talk to your HR business partners to know what chatter they are hearing from their clients.2. Look at the big-picture business problems, not just HR bustle.We’re not trying to put lipstick on a pig here… we’re really trying to create an employee solution that solves for overall business needs as well as provide HR delivery. 3. On my corporate intranet, we used to reference links or content using the system name. For time reporting, we used Webtime, for training we would say PeopleSoft. The problem with this is that it didn’t resonate with employees. Employees simply want to report their time… it didn’t matter what the name of the time reporting system was.Stay away from focusing on the system name… Yammers, Salesforces of the world. Rather, focus on the solution. What is that you need? Do you need a collaboration platform and if you do, what is that you want that collaboration platform to provide? To solve for? When you get stuck in system names or branding, you can easily lose sight of what it is you’re solving for.4. Engagement can no longer be measured based on just employee opinion surveys or pulse surveys. When you transform HR transactions into interactions you also need to be prepared to measure engagement based on the activity of those interactions. So how many employees actively participate in a learning community, how many employees commented on an HR news item, how many times was a HR news item shared. All of these data points should be built into your employee engagement dashboard to show the effectiveness and return of your efforts.
  14. People need HR. And you should empower yourselves to say that you are the foundation for a collaborative portal. And the HR function is the foundation on which that portal should be built.Through re-energizing our methodology of HR’s role, we can implement solutions that enable employees and provide self service delivery, and engaging employees by changing those traditional HR transactions and leveraging social technologies to change them into interactions.Allowingemployees to learn, plan and do their jobs; thereby making them more efficient, engaged and productive.