This document provides an overview of HR strategies for economic recovery presented by Steve Boese. It discusses using social media and collaboration tools internally to improve knowledge sharing, expertise location, and networking. It addresses common barriers to adoption within companies and how to overcome them by focusing on culture, structure, and user-driven deployment of appropriate tools. The presentation considers how best to apply these strategies for recruiting, onboarding, learning, and talent management.
Personal Knowledge Management in Higher EducationBillBrantley
The document discusses personal knowledge management systems (PKMS) for part-time faculty members. It defines PKMS and Web 2.0 tools that can be used to create a customized PKMS. There are thousands of Web 2.0 applications that can help with tasks like task lists, calendars, note-taking, and more. Creating a PKMS using various free online and offline Web 2.0 tools provides an easy to use system for knowledge creation and management that is vital to one's career as a part-time faculty member.
Digital Talent & Social HR - Socialising HR and the BusinessTurningFactor
A presentation to support a seminar we run helping business and HR professionals understand the value that social technologies can bring when it comes to good business and people practices.
The document describes the SmartLF Cx 40 large format scanner. It can scan documents up to 40 inches wide at high speeds and resolutions up to 3600dpi. It uses Contact Image Sensors for quality scans in color, grayscale, and black and white. The scanner is compact and affordable, making it suitable for architects, engineers and those who work with technical documents and drawings.
1) The global population is aging and chronic illnesses are increasing, placing growing demands on the healthcare system.
2) The pharmaceutical industry has contributed to improved health outcomes through new drug approvals and steady sales growth despite higher R&D costs.
3) Bayer has several new drugs in late-stage trials that could help treat conditions like cancer, heart disease, and eye disease if approved. Significant medical need for new treatments in these areas will persist.
Jon Ingham is a consultant and author who focuses on building better HR departments. He argues that HR needs to shift from functional departments to cross-functional teams, communities, and networks. This is because work is becoming more collaborative and complex. Ingham provides examples of how some organizations have transitioned HR into agile project teams, communities of expertise, and informal networks to better support changing business needs. He concludes that building better people management may require moving beyond the traditional concept of an HR department.
The document provides tips on how to use LinkedIn to build authority and expertise, including creating an all-star profile with complete information, understanding the different levels of connections, posting valuable content on a consistent basis, finding and engaging with influencers, and taking action such as writing articles and participating in groups to add value for others. The goal is to use LinkedIn strategically to showcase one's professional experience and reputation since recruiters and connections use the site to research candidates.
Personal Knowledge Management in Higher EducationBillBrantley
The document discusses personal knowledge management systems (PKMS) for part-time faculty members. It defines PKMS and Web 2.0 tools that can be used to create a customized PKMS. There are thousands of Web 2.0 applications that can help with tasks like task lists, calendars, note-taking, and more. Creating a PKMS using various free online and offline Web 2.0 tools provides an easy to use system for knowledge creation and management that is vital to one's career as a part-time faculty member.
Digital Talent & Social HR - Socialising HR and the BusinessTurningFactor
A presentation to support a seminar we run helping business and HR professionals understand the value that social technologies can bring when it comes to good business and people practices.
The document describes the SmartLF Cx 40 large format scanner. It can scan documents up to 40 inches wide at high speeds and resolutions up to 3600dpi. It uses Contact Image Sensors for quality scans in color, grayscale, and black and white. The scanner is compact and affordable, making it suitable for architects, engineers and those who work with technical documents and drawings.
1) The global population is aging and chronic illnesses are increasing, placing growing demands on the healthcare system.
2) The pharmaceutical industry has contributed to improved health outcomes through new drug approvals and steady sales growth despite higher R&D costs.
3) Bayer has several new drugs in late-stage trials that could help treat conditions like cancer, heart disease, and eye disease if approved. Significant medical need for new treatments in these areas will persist.
Jon Ingham is a consultant and author who focuses on building better HR departments. He argues that HR needs to shift from functional departments to cross-functional teams, communities, and networks. This is because work is becoming more collaborative and complex. Ingham provides examples of how some organizations have transitioned HR into agile project teams, communities of expertise, and informal networks to better support changing business needs. He concludes that building better people management may require moving beyond the traditional concept of an HR department.
The document provides tips on how to use LinkedIn to build authority and expertise, including creating an all-star profile with complete information, understanding the different levels of connections, posting valuable content on a consistent basis, finding and engaging with influencers, and taking action such as writing articles and participating in groups to add value for others. The goal is to use LinkedIn strategically to showcase one's professional experience and reputation since recruiters and connections use the site to research candidates.
Netex learningSocial
Social network for knowledge management.
Create learning communities, take part in debates, interact with other users with the same interests, write articles and much more.
Overview of personal professional use of social media, professional learning network development, and using social media tools with emphasis on Twitter, Facebook, and LinkedIn.
IBM has over 340,000 employees working across 168 countries and 2,000 locations, with around 50% being mobile workers. Enterprise social software at IBM aims to drive innovation, increase productivity and knowledge sharing, and harness expertise. Critical success factors for enterprise social networking include skills, tools, motivation, trust, awareness and identifying contributors and seekers of information. IBM's "BlueIQ" program promotes social software use internally through resources, communities of experts, targeted consulting and communications.
This presentation discusses the concept of microsharing in the enterprise as a way to connect humans, cultivate relationships, and share knowledge. It proposes building a microsharing platform that focuses on cohesion, authenticity, and connections to support use cases like sales teams, event planning, and project status updates. The platform would aggregate content from multiple sources and be accessible through browsers, phones, and other devices to help overcome obstacles to social networking adoption in businesses.
Tapping the Power of Networked Learning for Professional SuccessAbram Anders
Networked learning leverages social interaction and collective intelligence through online networks to enhance professional development. Personal learning networks (PLNs) are intentional strategies for lifelong learning using social and technical networks. MOOCs provide opportunities for online courses, but their value comes from participating in connected learning networks. Effective PLNs aggregate curated information and enable serendipitous connections through engagement in online communities.
What's Your LMSs Status? Online Learning Conference 2014Brandon Williams
Has your LMS become irrelevant in your greater learning strategy? Are you employees finding it difficult to use? Do administrators find it old and stodgy or want to get rid of it altogether? Take a look at this presentation (originally prepared for Training Magazine's Online Learning Conference in Chicago on September 23, 2014) for some insight into why you may want to keep your LMS around and how you might be able to transform it into a more useful and usable piece of technology in your portfolio.
Please contact me if you have any questions.
The document discusses knowledge management strategies using Microsoft Office 365 tools. It describes how knowledge can be siloed in separate content, conversations, and people. Office 365 features like SharePoint and Groups aim to break down these silos by integrating content, conversations, and people profiles. The document provides tips for using these tools effectively and evaluating the success of a knowledge management strategy.
Digging for data: opportunities and challenges in an open research landscape_...Platforma Otwartej Nauki
“Open Research Data: Implications for Science and Society”, Warsaw, Poland, May 28–29, 2015, conference organized by the Open Science Platform — an initiative of the Interdisciplinary Centre for Mathematical and Computational Modelling at the University of Warsaw. pon.edu.pl @OpenSciPlatform #ORD2015
A very simple presentation I put together to introduce our corporate Learning & Development Team to the basics of social media. Focus, and key questions based on how they might start thinking about the use of social media and the ways in which our employees might receive or respond to training/ L&D via social media channels.
Optimizing Organizational Knowledge With Project Cortex & The Microsoft Digit...Richard Harbridge
Today, organizations can go beyond the intranet and connect people to interactive expertise within the organization and personalized insight through an integrated suite of Microsoft 365 applications.
Based on significant improvements in artificial intelligence (AI), real behavior-based data based on the Microsoft Graph and Azure innovation such as improved language understanding, organizations today can provide contextual and dynamic topic cards, expertise mapping, pages, topic centers, and more. Powered by image tagging, form processing, document understanding, and machine teaching; organization content and documents are optimized for better compliance, processing, and discovery.
Join LiveTiles, along with Richard Harbridge, a Microsoft MVP and internationally recognized expert on Microsoft 365 and the Digital Workplace, who will share:
Best practices on modern knowledge management
How the continued innovation from Microsoft can be best reconciled with enterprise intranet and digital workplace needs
Web 2.0 Expo Europe 2008 conference presentation on enterprise adoption of social software including IBM's own usage success and some of IBM's offerings
weConnect is a social suite for Sharepoint 2007. If you are not ready to move to Sharepoint 2010 and want all the social features, weConnect can be your solution. Build and developed on Enterprise requirements we have created a suite that brings internet technologie to the enterprise. An easy install on your Sharepoint farm to convert it into a more user friendly system that is people-centric. Make information more relevant and find experts faster. With extensive profiles and smart innovations we help your organization transform into a next-generation company.
Northern New Jersey Social Media Boot Camp Kickoff, December 10, 2009 in Paramus. NNJSMBC is funded by a Berrie Innovation Grant, and this event was held at the Federation Headquarters.
H C I Business Relationships Learning FinalMike Gotta
1) The document discusses the evolution of enterprise social networking and how it can be used to improve collaboration, knowledge sharing, and talent management.
2) It analyzes whether interest in social networking has reached an unsustainable level of hype or if it has achieved meaningful adoption in organizations.
3) The document outlines challenges to adoption like organizational culture and policies, and recommends pilot programs and executive support to encourage social networking.
Network mindset mindsets, skills & social structures-2015Catherine Shinners
New network-based cooperative and collaborative behaviors such as 'working out loud' are vital for worker to embrace - this presentation explore individual network agency through rich profiles, working-out-loud and social roles in communities.
A well-implemented learning community can dramatically improve organizational effectiveness by intelligently matching people to the resources they need to accelerate informal learning. It solves problems traditional methods cannot by connecting people to others and content relevant to their skills, interests, goals and experiences. With features like tags, categories and open-ended questions, a learning community can be launched within 30 days to provide insights from users' profiles and accelerate overall learning in the organization.
Social media and knowledge management (in English)Datheon
1. The document discusses how organizations can better manage knowledge through social media and collaboration tools. It emphasizes that knowledge sharing works best when it serves individual interests and is visible.
2. It recommends using social media to break down barriers between people and turn knowledge management into a collaborative process. Tools like Datheon Casebook facilitate knowledge sharing through integrated social media features.
3. Benefits include faster access to existing knowledge, exchange between more employees, creation of a knowledge repository, and identification of experts - improving returns on investments in knowledge management.
Psychology of Growing a Large Social Learning CommunityVFTNetworks
This document summarizes a webinar on growing a large learning community. It discusses tracking key metrics like member growth, activity levels, and relationships to benchmark progress. It also covers strategies for facilitating relationships, applying learning, and maintaining an engaging community through fresh content, tools, and activities. The goal is to establish a thriving social learning network that meets member needs and drives business objectives.
Slides from a webinar on February 19th, 2015 to the European SharePoint community (http://www.sharepointeurope.com/) as part of their Training Week. Much of this content duplicates my keynote from SharePoint Connect 2014 in Amsterdam last November, but my examples and the recording are updated and worth a view. Slides can only show you so much -- go watch the recording.
Steve Boese - Digital Transformation and the Future of TalentH3 HR Advisors, Inc.
This document discusses how digital transformation and disruptive technologies are impacting talent and the future of work. It notes that traditional models of finding, developing, and retaining talent are being disrupted as technologies like mobile, social media, analytics and artificial intelligence change expectations. The presentation recommends that organizations adapt to these changes by finding talent through mobile and social platforms, developing talent through peer learning and continuous learning, and retaining talent by focusing on relationships, flexibility and personalization over traditional retention strategies. Organizations must reduce barriers and create differentiated experiences to attract and engage talent in this new environment.
Netex learningSocial
Social network for knowledge management.
Create learning communities, take part in debates, interact with other users with the same interests, write articles and much more.
Overview of personal professional use of social media, professional learning network development, and using social media tools with emphasis on Twitter, Facebook, and LinkedIn.
IBM has over 340,000 employees working across 168 countries and 2,000 locations, with around 50% being mobile workers. Enterprise social software at IBM aims to drive innovation, increase productivity and knowledge sharing, and harness expertise. Critical success factors for enterprise social networking include skills, tools, motivation, trust, awareness and identifying contributors and seekers of information. IBM's "BlueIQ" program promotes social software use internally through resources, communities of experts, targeted consulting and communications.
This presentation discusses the concept of microsharing in the enterprise as a way to connect humans, cultivate relationships, and share knowledge. It proposes building a microsharing platform that focuses on cohesion, authenticity, and connections to support use cases like sales teams, event planning, and project status updates. The platform would aggregate content from multiple sources and be accessible through browsers, phones, and other devices to help overcome obstacles to social networking adoption in businesses.
Tapping the Power of Networked Learning for Professional SuccessAbram Anders
Networked learning leverages social interaction and collective intelligence through online networks to enhance professional development. Personal learning networks (PLNs) are intentional strategies for lifelong learning using social and technical networks. MOOCs provide opportunities for online courses, but their value comes from participating in connected learning networks. Effective PLNs aggregate curated information and enable serendipitous connections through engagement in online communities.
What's Your LMSs Status? Online Learning Conference 2014Brandon Williams
Has your LMS become irrelevant in your greater learning strategy? Are you employees finding it difficult to use? Do administrators find it old and stodgy or want to get rid of it altogether? Take a look at this presentation (originally prepared for Training Magazine's Online Learning Conference in Chicago on September 23, 2014) for some insight into why you may want to keep your LMS around and how you might be able to transform it into a more useful and usable piece of technology in your portfolio.
Please contact me if you have any questions.
The document discusses knowledge management strategies using Microsoft Office 365 tools. It describes how knowledge can be siloed in separate content, conversations, and people. Office 365 features like SharePoint and Groups aim to break down these silos by integrating content, conversations, and people profiles. The document provides tips for using these tools effectively and evaluating the success of a knowledge management strategy.
Digging for data: opportunities and challenges in an open research landscape_...Platforma Otwartej Nauki
“Open Research Data: Implications for Science and Society”, Warsaw, Poland, May 28–29, 2015, conference organized by the Open Science Platform — an initiative of the Interdisciplinary Centre for Mathematical and Computational Modelling at the University of Warsaw. pon.edu.pl @OpenSciPlatform #ORD2015
A very simple presentation I put together to introduce our corporate Learning & Development Team to the basics of social media. Focus, and key questions based on how they might start thinking about the use of social media and the ways in which our employees might receive or respond to training/ L&D via social media channels.
Optimizing Organizational Knowledge With Project Cortex & The Microsoft Digit...Richard Harbridge
Today, organizations can go beyond the intranet and connect people to interactive expertise within the organization and personalized insight through an integrated suite of Microsoft 365 applications.
Based on significant improvements in artificial intelligence (AI), real behavior-based data based on the Microsoft Graph and Azure innovation such as improved language understanding, organizations today can provide contextual and dynamic topic cards, expertise mapping, pages, topic centers, and more. Powered by image tagging, form processing, document understanding, and machine teaching; organization content and documents are optimized for better compliance, processing, and discovery.
Join LiveTiles, along with Richard Harbridge, a Microsoft MVP and internationally recognized expert on Microsoft 365 and the Digital Workplace, who will share:
Best practices on modern knowledge management
How the continued innovation from Microsoft can be best reconciled with enterprise intranet and digital workplace needs
Web 2.0 Expo Europe 2008 conference presentation on enterprise adoption of social software including IBM's own usage success and some of IBM's offerings
weConnect is a social suite for Sharepoint 2007. If you are not ready to move to Sharepoint 2010 and want all the social features, weConnect can be your solution. Build and developed on Enterprise requirements we have created a suite that brings internet technologie to the enterprise. An easy install on your Sharepoint farm to convert it into a more user friendly system that is people-centric. Make information more relevant and find experts faster. With extensive profiles and smart innovations we help your organization transform into a next-generation company.
Northern New Jersey Social Media Boot Camp Kickoff, December 10, 2009 in Paramus. NNJSMBC is funded by a Berrie Innovation Grant, and this event was held at the Federation Headquarters.
H C I Business Relationships Learning FinalMike Gotta
1) The document discusses the evolution of enterprise social networking and how it can be used to improve collaboration, knowledge sharing, and talent management.
2) It analyzes whether interest in social networking has reached an unsustainable level of hype or if it has achieved meaningful adoption in organizations.
3) The document outlines challenges to adoption like organizational culture and policies, and recommends pilot programs and executive support to encourage social networking.
Network mindset mindsets, skills & social structures-2015Catherine Shinners
New network-based cooperative and collaborative behaviors such as 'working out loud' are vital for worker to embrace - this presentation explore individual network agency through rich profiles, working-out-loud and social roles in communities.
A well-implemented learning community can dramatically improve organizational effectiveness by intelligently matching people to the resources they need to accelerate informal learning. It solves problems traditional methods cannot by connecting people to others and content relevant to their skills, interests, goals and experiences. With features like tags, categories and open-ended questions, a learning community can be launched within 30 days to provide insights from users' profiles and accelerate overall learning in the organization.
Social media and knowledge management (in English)Datheon
1. The document discusses how organizations can better manage knowledge through social media and collaboration tools. It emphasizes that knowledge sharing works best when it serves individual interests and is visible.
2. It recommends using social media to break down barriers between people and turn knowledge management into a collaborative process. Tools like Datheon Casebook facilitate knowledge sharing through integrated social media features.
3. Benefits include faster access to existing knowledge, exchange between more employees, creation of a knowledge repository, and identification of experts - improving returns on investments in knowledge management.
Psychology of Growing a Large Social Learning CommunityVFTNetworks
This document summarizes a webinar on growing a large learning community. It discusses tracking key metrics like member growth, activity levels, and relationships to benchmark progress. It also covers strategies for facilitating relationships, applying learning, and maintaining an engaging community through fresh content, tools, and activities. The goal is to establish a thriving social learning network that meets member needs and drives business objectives.
Slides from a webinar on February 19th, 2015 to the European SharePoint community (http://www.sharepointeurope.com/) as part of their Training Week. Much of this content duplicates my keynote from SharePoint Connect 2014 in Amsterdam last November, but my examples and the recording are updated and worth a view. Slides can only show you so much -- go watch the recording.
Similar to BNHRA - October 27, 2010 - Steve Boese (20)
Steve Boese - Digital Transformation and the Future of TalentH3 HR Advisors, Inc.
This document discusses how digital transformation and disruptive technologies are impacting talent and the future of work. It notes that traditional models of finding, developing, and retaining talent are being disrupted as technologies like mobile, social media, analytics and artificial intelligence change expectations. The presentation recommends that organizations adapt to these changes by finding talent through mobile and social platforms, developing talent through peer learning and continuous learning, and retaining talent by focusing on relationships, flexibility and personalization over traditional retention strategies. Organizations must reduce barriers and create differentiated experiences to attract and engage talent in this new environment.
After the Contracts Are Signed: Busing the Most Common Myths in HR TechnologyH3 HR Advisors, Inc.
After the Contracts Are Signed: Busing the Most Common Myths in HR Technology - Presentation slides presented by Steve Boese and Trish McFarlane at the SHRM Annual Conference, June 30, 2015.
The document discusses the leadership test faced by new NBA commissioner Adam Silver regarding Donald Sterling's racist comments. It notes that Silver, who recently succeeded David Stern as commissioner, had to deal with this high-profile issue as his first major challenge. Silver elected to give Sterling the harshest punishment possible - a lifetime ban from the NBA, a $2.5 million fine, and forcing the sale of his team. The document argues this strong response from Silver in his first test establishes him as a decisive leader who came down hard when it mattered most.
Big Trends in HR Tech for 2014 and Beyond - Human Resource Executive WebinarH3 HR Advisors, Inc.
Slides presented by Steve Boese, Co-Chair HR Technology Conference and Trish McFarlane, VP of HR Practice, Brandon Hall Group for a Human Resource Executive Webcast, August 2014.
What Did the HR Tech Salesperson Say? SHRM Annual 2014 PresentationH3 HR Advisors, Inc.
What Did the HR Tech Salesperson Say? Demystifying the HR Tech Selection and Implementation Process.
Presentation given by Steve Boese and Trish McFarlane at the SHRM Annual Conference, Orlando, FL on June 25, 2014.
The 2013 Season of The 8 Man Rotation Ebook on all things Sports and HR. Authors: Steve Boese, Kris Dunn, Lance Haun, Tim Sackett, and Matthew Stollak.
HCI Webcast April 24 - The Talent and Technology Balance (something like that)H3 HR Advisors, Inc.
The document discusses how HR technologies can help organizations maximize their talent investments. It describes big trends in the workplace like multi-generational workforces and rapid technological change. It then discusses how technologies like CRM, social sourcing, and social learning can help organizations source, engage, and develop talent. Specifically, CRM allows organizations to personalize at scale, social sourcing expands talent pools, and social learning makes learning collaborative and continuous. The document urges considering user experience, vendor viability, and flexibility when choosing HR technologies.
Trends in Onboarding and Retention - Allied HRIQ Webinar Nov. 2013H3 HR Advisors, Inc.
Webinar slides presented by Steve Boese for the Allied HRIQ Webinar on Onboarding and Retention trends in November 2013. For more information on the research see www.allied.com/HRIQ.
Thinking outside the Inbox - What some big trends mean for HR and Recruiting. Presentation delivered by Steve Boese and Trish McFarlane at HR Florida 2013.
From Transactions to Engagement - Steve Boese, SHRM 2013 Annual ConferenceH3 HR Advisors, Inc.
Presentation slides for the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013.
Resources and Links related to the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013
Illinois SHRM - How Social Tools Can Empower a Global OrganizationH3 HR Advisors, Inc.
The document summarizes a presentation given by Trish McFarlane and Steve Boese at an HR conference in August 2012. They discussed how social tools can empower global organizations by enabling recruiting, collaboration, recognition, innovation, and hacking. They provided examples of using social media for recruiting, collaborative goal setting, social recognition programs, prediction markets to involve employees, and conducting hack days to drive innovation. Attendees were given suggestions for action plans including conducting a social media audit and running a hack day.
Is Social Recruiting Really Working?
Slides for session presented at SHRM Annual Conference 2012, Wed. June 27, 2012.
A panel discussion with Steve Boese, John Sumser, Robert Hohman, Jeremy Langhans,
Slides are for guiding the discussion - we'd love your input to the questions in the comments and on Twitter - #SHRM12
We know that most sequels suck.
This is true with most movies, but it is especially true about sports movie sequels. As anyone who paid their hard-earned dollars to see Major League II, Slap Shot II: Breaking the Ice, or Caddyshack II knows, great art is hard to follow.
I know what you’re thinking. Does the world really need another collection of writings about Sports and HR? Wasn’t it beaten to death in the last edition?
Yet, here we are with the 2011 season - 45 more posts ripped from the screens of the HR Capitalist, Fistful of Talent, Rehaul.com, the Tim Sackett Project, and True Faith HR. Its more points than Kobe or LeBron averaged, but fewer than the number of TDs Aaron Rodgers, Drew Brees, or Tom Brady threw.
And, the 2012 season is already looking bright…but, it’ll have to wait until next year.
HRevolution Session presented at the HR Technology Conference October 5, 2011 - 'Your Kid Will Never Work in an Office'. Presented by Steve Boese and Trish McFarlane.
The document discusses several topics:
1. It discusses a striking by Verizon landline workers and the internal division this highlights between Verizon's growing wireless business and declining landline business.
2. It questions whether benefits and policies should vary within organizations based on business unit performance.
3. It provides information about upcoming HR technology and HRevolution conferences in Las Vegas in October and encourages registering to attend both.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
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/