The Year of Integration with Enterprise Social Networks

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In an effort to operate more efficiently, communicate more effectively and drive more revenue, businesses are turning to enterprise social networks with plans to integrate social with key business processes. Just how many businesses are planning to leverage social platforms and what are the key benefits of doing so? AIIM conducted a research study to find answers to these questions and more. Check out the slides.

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  • Flatten, Engage and Inspire your Organization with Enterprise Social NetworksThis presentation is going to be on how internal social networks aid HR processes and more importantly, HR’s overall mission to engage and inspire an organization.
  • Flatten, Engage and Inspire your Organization with Enterprise Social NetworksThis presentation is going to be on how internal social networks aid HR processes and more importantly, HR’s overall mission to engage and inspire an organization.
  • HR has some big challenges to face in the 21st century. HR must struggle to retain a collaborative, innovative, engaged culture while dealing with scaling enterprises and advancing technologies. Internal social networks address all of these challenges that HR faces.The notes below give each point some contextStreamline HR processes: Internal Social Media’s main function is to enhance communications within organizations, even across departmental and across remote locations. Identify new talent: Finding the right person for the right job is never an easy task. From sourcing talent outside the organization, to identifying key talent within the organization, internal social media is a platform that enables HR to simply and easily broadcast for referrals and recommendations.Flatten hierarchies: Organizations are becoming increasingly hierarchical. Especially in a large enterprise, it’s important to provide employees a collaborative environment that encourages shared goals. Breaking down information silos, transparency in the enterprise encourages employees to take initiative boosting morale and innovations. Employees can feel comfortable talking to executives. Collaboration across hierarchies.Train and engage new employees: Onboarding employees is a task that can take months, largely because of the lack of expertise and the lack of processes to find the right subject-matter experts. Internal social networks eliminate the cumbersome email forwards, chasing down co-workers, and allows everyone in the enterprise, new workers to senior management to always have ability to discover who does what and who knows what.Recognize and reward top performers: internal social media allows employees to be recognized at scale. Amplifying the efforts of top performers, success stories. Peers will chime in, naturally, creating an even more rewarding feeling in the employee, boosting morale and positive culture, even in large organizations.
  • HR has some big challenges to face in the 21st century. HR must struggle to retain a collaborative, innovative, engaged culture while dealing with scaling enterprises and advancing technologies. Internal social networks address all of these challenges that HR faces.The notes below give each point some contextStreamline HR processes: Internal Social Media’s main function is to enhance communications within organizations, even across departmental and across remote locations. Identify new talent: Finding the right person for the right job is never an easy task. From sourcing talent outside the organization, to identifying key talent within the organization, internal social media is a platform that enables HR to simply and easily broadcast for referrals and recommendations.Flatten hierarchies: Organizations are becoming increasingly hierarchical. Especially in a large enterprise, it’s important to provide employees a collaborative environment that encourages shared goals. Breaking down information silos, transparency in the enterprise encourages employees to take initiative boosting morale and innovations. Employees can feel comfortable talking to executives. Collaboration across hierarchies.Train and engage new employees: Onboarding employees is a task that can take months, largely because of the lack of expertise and the lack of processes to find the right subject-matter experts. Internal social networks eliminate the cumbersome email forwards, chasing down co-workers, and allows everyone in the enterprise, new workers to senior management to always have ability to discover who does what and who knows what.Recognize and reward top performers: internal social media allows employees to be recognized at scale. Amplifying the efforts of top performers, success stories. Peers will chime in, naturally, creating an even more rewarding feeling in the employee, boosting morale and positive culture, even in large organizations.
  • HR has some big challenges to face in the 21st century. HR must struggle to retain a collaborative, innovative, engaged culture while dealing with scaling enterprises and advancing technologies. Internal social networks address all of these challenges that HR faces.The notes below give each point some contextStreamline HR processes: Internal Social Media’s main function is to enhance communications within organizations, even across departmental and across remote locations. Identify new talent: Finding the right person for the right job is never an easy task. From sourcing talent outside the organization, to identifying key talent within the organization, internal social media is a platform that enables HR to simply and easily broadcast for referrals and recommendations.Flatten hierarchies: Organizations are becoming increasingly hierarchical. Especially in a large enterprise, it’s important to provide employees a collaborative environment that encourages shared goals. Breaking down information silos, transparency in the enterprise encourages employees to take initiative boosting morale and innovations. Employees can feel comfortable talking to executives. Collaboration across hierarchies.Train and engage new employees: Onboarding employees is a task that can take months, largely because of the lack of expertise and the lack of processes to find the right subject-matter experts. Internal social networks eliminate the cumbersome email forwards, chasing down co-workers, and allows everyone in the enterprise, new workers to senior management to always have ability to discover who does what and who knows what.Recognize and reward top performers: internal social media allows employees to be recognized at scale. Amplifying the efforts of top performers, success stories. Peers will chime in, naturally, creating an even more rewarding feeling in the employee, boosting morale and positive culture, even in large organizations.
  • HR has some big challenges to face in the 21st century. HR must struggle to retain a collaborative, innovative, engaged culture while dealing with scaling enterprises and advancing technologies. Internal social networks address all of these challenges that HR faces.The notes below give each point some contextStreamline HR processes: Internal Social Media’s main function is to enhance communications within organizations, even across departmental and across remote locations. Identify new talent: Finding the right person for the right job is never an easy task. From sourcing talent outside the organization, to identifying key talent within the organization, internal social media is a platform that enables HR to simply and easily broadcast for referrals and recommendations.Flatten hierarchies: Organizations are becoming increasingly hierarchical. Especially in a large enterprise, it’s important to provide employees a collaborative environment that encourages shared goals. Breaking down information silos, transparency in the enterprise encourages employees to take initiative boosting morale and innovations. Employees can feel comfortable talking to executives. Collaboration across hierarchies.Train and engage new employees: Onboarding employees is a task that can take months, largely because of the lack of expertise and the lack of processes to find the right subject-matter experts. Internal social networks eliminate the cumbersome email forwards, chasing down co-workers, and allows everyone in the enterprise, new workers to senior management to always have ability to discover who does what and who knows what.Recognize and reward top performers: internal social media allows employees to be recognized at scale. Amplifying the efforts of top performers, success stories. Peers will chime in, naturally, creating an even more rewarding feeling in the employee, boosting morale and positive culture, even in large organizations.
  • HR has some big challenges to face in the 21st century. HR must struggle to retain a collaborative, innovative, engaged culture while dealing with scaling enterprises and advancing technologies. Internal social networks address all of these challenges that HR faces.The notes below give each point some contextStreamline HR processes: Internal Social Media’s main function is to enhance communications within organizations, even across departmental and across remote locations. Identify new talent: Finding the right person for the right job is never an easy task. From sourcing talent outside the organization, to identifying key talent within the organization, internal social media is a platform that enables HR to simply and easily broadcast for referrals and recommendations.Flatten hierarchies: Organizations are becoming increasingly hierarchical. Especially in a large enterprise, it’s important to provide employees a collaborative environment that encourages shared goals. Breaking down information silos, transparency in the enterprise encourages employees to take initiative boosting morale and innovations. Employees can feel comfortable talking to executives. Collaboration across hierarchies.Train and engage new employees: Onboarding employees is a task that can take months, largely because of the lack of expertise and the lack of processes to find the right subject-matter experts. Internal social networks eliminate the cumbersome email forwards, chasing down co-workers, and allows everyone in the enterprise, new workers to senior management to always have ability to discover who does what and who knows what.Recognize and reward top performers: internal social media allows employees to be recognized at scale. Amplifying the efforts of top performers, success stories. Peers will chime in, naturally, creating an even more rewarding feeling in the employee, boosting morale and positive culture, even in large organizations.
  • HR has some big challenges to face in the 21st century. HR must struggle to retain a collaborative, innovative, engaged culture while dealing with scaling enterprises and advancing technologies. Internal social networks address all of these challenges that HR faces.The notes below give each point some contextStreamline HR processes: Internal Social Media’s main function is to enhance communications within organizations, even across departmental and across remote locations. Identify new talent: Finding the right person for the right job is never an easy task. From sourcing talent outside the organization, to identifying key talent within the organization, internal social media is a platform that enables HR to simply and easily broadcast for referrals and recommendations.Flatten hierarchies: Organizations are becoming increasingly hierarchical. Especially in a large enterprise, it’s important to provide employees a collaborative environment that encourages shared goals. Breaking down information silos, transparency in the enterprise encourages employees to take initiative boosting morale and innovations. Employees can feel comfortable talking to executives. Collaboration across hierarchies.Train and engage new employees: Onboarding employees is a task that can take months, largely because of the lack of expertise and the lack of processes to find the right subject-matter experts. Internal social networks eliminate the cumbersome email forwards, chasing down co-workers, and allows everyone in the enterprise, new workers to senior management to always have ability to discover who does what and who knows what.Recognize and reward top performers: internal social media allows employees to be recognized at scale. Amplifying the efforts of top performers, success stories. Peers will chime in, naturally, creating an even more rewarding feeling in the employee, boosting morale and positive culture, even in large organizations.
  • http://www.referenceforbusiness.com/management/Log-Mar/Management-Levels.html#bhttp://humancapitaladviser.com/wp-content/uploads/2012/11/talent1.pnghttp://www.cybaea.net/Blogs/Journal/employee_productivity.htmlhttp://www.cbsnews.com/8301-505125_162-57335303/84-percent-of-workers-looking-to-leave-their-jobs/http://www.apcoworldwide.com/content/services/ism.apsxhttp://www.slideshare.net/FHInternalComms/seven-social-media-trends-for-engaging-the-workforce-2283754
  • The Year of Integration with Enterprise Social Networks

    1. 1. The Year of Integration!with Enterprise Social Networks!
    2. 2. In an effort to operate more efficiently, communicate moreeffectively & drive more revenue, businesses are turningto enterprise social networks with plans to integrate socialwith key business processes. Just how many businessesare planning to leverage social platforms and what are thekey benefits of doing so? Discover answers to thesequestions and more.!
    3. 3. Businesses are Becoming More Social!Plan to use enterprise social Encourage employees to useplatforms in the next 2 years! social platforms in their job!
    4. 4. Businesses are Learning to Leverage Social Platforms to Connect Business Systems for Real Integration!View applyingsocial techniquesto businessprocesses as‘quite important’! Plan to integrate social with content creation before the end of 2013! View applying social techniques to business processes as ‘very important’ to ‘critical’!
    5. 5. As Social Integration Becomes a Reality, in the Next 2 Years…!Of businesses will apply social View applying social techniquestechniques to business processes to business processes as ‘quiteat a ‘project’ or ‘department’ level.! important’!
    6. 6. Mobility is a Huge Factor in Adoptionof Enterprise Social Tools….! of companies plan to use enterprise social platforms in the next 2 years!
    7. 7. Organizations are Seeing These Enterprise Social Benefits! Increased collaboration across Increased Increased customer support departments and geographies! knowledge and satisfaction! sharing! More effective Enhanced staff sales & marketing! engagement!
    8. 8. Sources! To learn more about the emergence of Enterprise Social Networks and how these platforms are driving more efficient business processes, download the full AIIM Study.!
    9. 9. www.tibbr.com

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