This document discusses how social media and internet technologies are transforming human resources practices and organizational culture. It notes that by 2015, forces like globalization, cloud computing, virtualization, and the millennial generation will be central to most organizations. Younger workers expect constant communication and real-time feedback, while virtual collaboration allows for more flexible work arrangements. This shifts beliefs, values, and individual behaviors within companies. The expansion of social networks and user-generated content also allows employees new ways to represent themselves and engage with potential employers.

1. Human Resources :
Contribution of FB, Google & Web.
in its transformation.
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2. Internet strategy
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- Social networking

3. Global internet users
2001
Global internet users
2010
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4. Social media Strategy & life
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5. Social Media : Tactics & Tools
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Confidential

6. By 2015, these forces will become centraland transformative – to most organizations
Globalization
Millennials
Knowledge work, of
ALL forms, begins to
migrate to its right
location worldwide
New Social and Operating
norms dominate the
enterprise
Cloud
Computing
Virtualization
Cloud X Social X Broadband X
Mobility = New Computing model…
inside and outside the enterprise
Of Organization, Processes
and Technology
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Confidential

7. The Millennial Generation
Soon to be the majority of employees and customers
•Those born between 1975 and 1995
•1/3 of the world’s population, 1/4 of the US population
– The largest –and most unified - generation in the history of the world
» At a time of the greatest change in history
–Currently 15 to 35 years old
•By 2015, middle management
•By 2020, senior management
•Today dominating and transforming the consumer technology
experience…and beginning to change the corporate experience
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Confidential
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8. The Explosion of Virtualization:
At Many Levels
HP: Majority of US employees work from home
Organization
Process
Technology
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Best Buy: “Results Only” ROWE program
Fully virtual outside of the store
Voluntary turnover collapsed, Involuntary turnover
greatly increased
JetBlue: “Homesourcing” Call Center of 700+ reps
75%+ of all U.S. airlines maintenance outsourced
Global Sourcing tripled from 2004 to 2008 to $93 billion
•Current BPO CAGR: 26%
•Current KPO CAGR: 45%
#1 IT issue, 3rd year running
Memory, Storage, Network, Desktop, Data, etc.
US workers from
home
1999: 11.6 MM
2009: 23.5 MM
16% of current
workforce

9. The Explosion of Virtualization:
What’s Going On?
“Free” Communications
The Attack on Capex
The cost of communication,
collaboration and coordination have
collapsed to almost zero
Addressing the fundamentals of the
traditional value chain
Inbound
logistics
Operations
Sales and
Distribution
The need to reduce or variabalize capex,
Moving to an asset-light model
Understanding the separation of knowledge (appreciating)
from hard assets (depreciating)
The transition of the Fortune 500 in the last 25 years:
Industrial Value to Knowledge Value
Tech winners from tech wreck were asset-light leaders
Customer
Service and
Support
Core vs. Context
Accelerating the core Vs. context debate
No longer a “home field advantage” in
owning all elements of the process
“One man’s ceiling is another man’s
floor.”
Employee Work-Life Changes
Improved Employee Productivity and Morale
The Fried Egg to the Omelet
The Fear: “Social Networking is Social Notworking”
•
What happened with your eMail and
BlackBerry?
Cognizant 2.0 employee metrics
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10. Then and now.....
Employees of 90’s
Scarcity Mentality
Hierarchy/ Chain
Tell
Institutional Control
Time-Delayed
Concentration
Loyalty
Communication Impresses
Controlled Information
Corporations Know
Transaction
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Employees of this decade
Abundant Mentality
Purpose at Hand
Expressive (like – dislike)
Open
Real-Time
Fragmented Attention
Self Satisfaction
Lovin’ It, ‘n’ Livin’ It
Fierce multitasker
Fast food mentality

11. Communication in present organisations
Social Networks + Websites:
Gather Intelligence. Create Conversation.
Foster communities. Create word-of-mouth referrals. YouTube. On Flickr.
Ex – Difference Linkedin vs Facebook
Blogs + RSS:
Place messages in contextually relevant blogs. Start own blogs. Create
interactive user spaces. Syndicate messages.
Virtual Space:
VC based connect sessions.
Virtual learning platforms
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12. Impact of web on each stage of ELC
Recruitment
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On boarding/Assmln.
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Personal development
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Old form World without boundaries for recruiter and
Passive recruitment.
Herd mentality which magnifies the perception + / Information overload makes decision making easier for
candidate and difficult for recruiter.
Researching on a possible candidate is easier
Ex : CFO hiring , Survey
A new world of experience with virtualisation. Ex – Second
life
Faster networking in new organisation and easy mentoring
Understanding about the organisation from peer network and
www makes assimilation faster. Pros & Cons.
Awareness increases participation.
Digital world makes much better reach and easy deploy
ability
On demand is possible in real sense.
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13. Impact of web on each stage of ELC
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Career development
Employee Engagement
Exit
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Possibility of constant communication.
Virtual interventions with better impact.
Better reach for large organisation.
Cultural diversity handled better.
Company network and reach enables an employee to perform
better. Ex : C2.O
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Unhappy employees can be tracked and preventive steps
can be taken.
Issue can become big with the reach which each employee
has
Connect with ex employees can create a lot of good will
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Statuses makes life more challenging and increases
pressure.
Better reach makes more awareness and better planning
Compensation administration has seen a sea of change
Change in approach to life – “what others perceives you
are doing is more imp than what you are doing”
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14. Impact on Organisational personality /culture
Beliefs & Convictions
• Boundary less communication makes this challenging.
• Continuous monitoring is required on the actions.
Culture
Values & Attitudes
• The value shift among millennials. Ex
• Traits of Millennial are against the old school of corporate.
Individual / Group behavior
• Leadership interest in web and web based communication
• Organisational philosophy on communication would be vital
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15. SNS Profiles – a sense of Self Worth
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16. SNS Profiles – a sense of Self Worth
According to Humanistic psychologist Abraham Maslow humans
have three basic needs.
One of these was the need for love, affection and belongingness.
Humans need a sense of self-worth.
A Facebook profile (or similar others) has become the perfect
tool for people to let the world know all about their interests,
their thoughts and their life.
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17. The Next Wave
US workers working from home
- 36% of workers work from home occasionally
- 82% of 100 best companies for in USA have work
from home policy
Future of work
2012 and beyond
Digital and communication Era
2001 - 2011
Era of Knowledge workforce
1992 - 2001
Personal to Human resources
1976 - 1992
Industrial revolution
1960 – 1976
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18. Thanks
Sreejith@healthyworld.in
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