Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
The Cloud HR Social ExperimentThings you should know about cloud HR solutionsSocial Media, Gamification & MobilityRob Scot...
WelcomeTodays Hosts:       Rob Scott              Andrew ButowWebinar approach    Everyone will be muted to prevent microp...
Preface                                Cloud HR vendors…are serious contenders2012 has been a significant year for the HR ...
Why we did the social experiment   10,000 hour                      Little focus on the mantra : There is                 ...
How did we do it?• Planned objectives & approach• Product selection• Purchased Rypple®• Configured• Let it loose (cowboy s...
Areas we covered off               Observed and analysed 8 key areas                  4    3                        6    2...
Document layout                                           Key learnings                  General write-up                 ...
Trending at an ERP store near you…      Challenging & Changing the ways we work, manage and lead organisations in         ...
Social Media Aspects1    Social is(n’t) the2   driver3456                 •   Functionally rich tools for what purpose    ...
1     Social is(n’t) the2    driver                                                            Users who are natural conte...
Gamification Principles1                                     Gaming is                                      often the2    ...
12                                                            Users are attracted to the names of     It’s a game, but not...
Finding the Right “Flow”:                               Distracting,                              meaningless,            ...
Be strategic… use gamification to drive engagement!                                                  Enthusiast           ...
Incorporating Mobility                                                                   Even for office1                 ...
12                                              Key                  Users want to perform the same3                      ...
Thankyou & Questions          Rob Scott               Andrew ButowRob.scott@presenceofit.com.au   Andrew.butow@presenceofi...
Upcoming SlideShare
Loading in …5
×

Things you should know about cloud hr solutions session 3 social gaming and mobile

1,497 views

Published on

Download a copy of the webinar at http://www.presenceofit.com.au/insights-and-research/things-you-should-know-about-cloud-hr-solutions/booklet-webinar-sessions

Slides from our webinar on the Social, Mobile and Gamification chapters of our resen

Published in: Education
  • D0WNL0AD FULL ▶ ▶ ▶ ▶ http://1url.pw/iJrCq ◀ ◀ ◀ ◀
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Be the first to like this

Things you should know about cloud hr solutions session 3 social gaming and mobile

  1. 1. The Cloud HR Social ExperimentThings you should know about cloud HR solutionsSocial Media, Gamification & MobilityRob Scott & Andrew Butow | Webinar | 6 February 2013
  2. 2. WelcomeTodays Hosts: Rob Scott Andrew ButowWebinar approach Everyone will be muted to prevent microphone feedback You are welcome to ask questions via the “Chat” box on GoTo Meeting. Type the message in the [Type message here] box The message should be sent to “Organizer”2
  3. 3. Preface Cloud HR vendors…are serious contenders2012 has been a significant year for the HR Technology landscape. It will be recognised as the year in which cloud HR vendors seriously beganoffering organisations alternatives to their on-premises software: easier, quicker and cheaper solutions around talent and core HR transactionmanagement.Major ERP players, SAP® and Oracle®, moved decisively to buy out established players in response to the growing appreciation andpositioning of Workday®, an HR solution built by the previous owner of PeopleSoft®, Dave Duffield. Duffield was clearly and effectivelychallenging the ERP players in their own backyard and winning over often frustrated clients. Cloud HR vendors continue to offer pricing modelsthat are enticing in a time that capital outlay is being curtailed. Major challenge to ERP solutionsThe end result? A significant shift in thinking: cloud-based HR solutions are inevitable!While there is an abundance of skill around the approach and implementation of ERP on-premises HR solutions, the same cannot be said forcloud-based products. The approach, choices, decisions, technical requirements and timing are different and for many organisations this is an Cloud HR is inevitable..area of concern and risk. Coupled with this risk, social media tools and principles of gamification are adding layers of complexity to the cloud-based solutions. It‟s not as easy as deciding not to use these new layers, especially when the tool is fundamentally constructed around thesenew elements.Presence of IT - Human Capital Services division (HCS) recognised these risks and complexities and decided to run a social experiment with acloud-based HR solution so we can advise clients on implementing their own cloud HR products. We selected the Salesforce.com product calledRypple® (now part of Work.com) primarily because it had all the components we needed, was easy to purchase and would not be construed asa sales pitch for our other products. Rypple however, was not the focus. We wanted to understand and learn from the behaviours of people who Globally we lack insight around cloud implementationswere included in the experiment. It was a real eye-opener and we have now transferred our learnings to our consulting staff.This paper is a summary of our learning and observations. We hope you enjoy the read.Dave Brookes Rob ScottManaging Director Practice Lead: Human Capital ServicesPresence of IT - Global Presence of IT - Global 3
  4. 4. Why we did the social experiment 10,000 hour Little focus on the mantra : There is people and not enough behavioursexpertise out there associated with– we need to fast- cloud HR track our implementations “expertise” To allow us to Wanted to emulateadapt our services what a client may off the back of practically some real experience experience 4
  5. 5. How did we do it?• Planned objectives & approach• Product selection• Purchased Rypple®• Configured• Let it loose (cowboy style)• Observed & recorded• Analysed & reported5
  6. 6. Areas we covered off Observed and analysed 8 key areas 4 3 6 2 1 7 5 86
  7. 7. Document layout Key learnings General write-up Critical observation Critical questions7
  8. 8. Trending at an ERP store near you… Challenging & Changing the ways we work, manage and lead organisations in countless ways. Gamification Challenge Progress Status RewardSocial, Networked & Expressive External Internal 8
  9. 9. Social Media Aspects1 Social is(n’t) the2 driver3456 • Functionally rich tools for what purpose • Positioning of the SM tools7 • Is it the “glue‟ for the HR solution? • “Who speaks” , “Who decides” & Who acts”8 Read all the observations, learnings and questions in our free booklet9
  10. 10. 1 Social is(n’t) the2 driver Users who are natural content Key generators emerge quickly and initiate3 Observation many discussions and activities - these key users are critical4 Don‟t create „communication channel Key Learning confusion‟ - users need to be clear on the role of each communication tool5 Is the organisation leadership prepared6 Critical Question to change their style to support social media?78 Read all the observations, learnings and questions in our free booklet10
  11. 11. Gamification Principles1 Gaming is often the2 first real Builds camaraderie integrative and adds in It’s a game, but not actions a fun layer…3 as you know it for a while456 Have a Whats in strategy and don‟t be side-7 a name tracked by the game element8 Read all the observations, learnings and questions in our free booklet11
  12. 12. 12 Users are attracted to the names of It’s a game, but not Key3 as you know it Observation badges more than the underlying intention of the badge4 Stratify your user groups by age, hierarchical level and relationship to Key Learning users - there will be distinct differences5 you need to deal with6 Critical Question Which processes are impacted by recognition and badging?78 Read all the observations, learnings and questions in our free booklet12
  13. 13. Finding the Right “Flow”: Distracting, meaningless, disengaging “Gamer” Challenge Focussed Dull, boring and disengaging Business Objective/Skills Focussed13
  14. 14. Be strategic… use gamification to drive engagement! Enthusiast AdjustSocial Expression Challenge/Skill Mastery Regular Adjust Challenge/Skill Habit-Building Newbie Onboarding 14
  15. 15. Incorporating Mobility Even for office1 bound staff, mobile is a2 preferred me345 Anytime &6 anywhere Deal with7 It‟s a definite boundary requirement expectations for enhanced8 engagement Read all the observations, learnings and questions in our free booklet15
  16. 16. 12 Key Users want to perform the same3 Observation functions on a mobile device as they can on a PC browser version4 Don‟t assume all mobile applications Key Learning are intuitive - you may need to offer training on the „not-so-obvious‟ features5 Anytime &6 anywhere Critical Question Are there risks and safety issues that mobile usage create?78 Read all the observations, learnings and questions in our free booklet16
  17. 17. Thankyou & Questions Rob Scott Andrew ButowRob.scott@presenceofit.com.au Andrew.butow@presenceofit.com.au 17

×