HR WORKBOOK
Do Your
Employees
“Like” Their
Work
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2EngagementCollaborationRecruitingLearningPerformanceConclusion
Human Resources: Lead by Example
Introduction
INTRODUCTION
The continued expansion of mobile computing and social media is changing behavior
and policy for governments and businesses around the world.
How is HR adapting to this change
Mobile and social technologies can create new points of interaction with employees—
encouraging collaboration, knowledge sharing, and professional development across
the enterprise.
Enterprise social networking can help HR do all of this and offer new strategies for
recruiting, performance review, and compliance.3
HR is in a perfect position to deploy enterprise mobile and social strategies. Will CHROs
lead the way, connecting and engaging employees to the beneft of the entire businessNumber of network devices for every person
in the world (by 2020)1
1.23 Billion
Number of Facebook users (equivalent
to the population of India)2
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3IntroductionCollaborationRecruitingLearningPerformanceConclusion
See Your Employees in the Business
Engagement
ENGAGEMENT
Engaged Employee, Productive Business
Your employees spend a lot of time at work.
Giving them a way to be social while there can
An enterprise social network helps HR discover
how employees view themselves—their achieve-
ments, special interests, and especially their
strengths. Seeing employees in a social business
context helps HR to segment, connect, and
engage with them on specifc topics and oppor-
tunities and provides insight into challenge areas
such as recruiting, performance, productivity,
and learning.
A Perfect Profle—The Employee’s Brand
In an enterprise social network, the employee
profle is at the center of all activity.
A profle typically has two parts: the talent
profle, which is private and available only to the
employee, HR, and designated managers, and
the social profle, which is public to others in the
enterprise. The social profle provides information
that the employee chooses to share and is likely
the best account of an employee’s experience
and potential—critical information for HR. For
example, the social profle of one top performer
may identify her as an ideal candidate for a
leadership conference or recruiter at a college
job fair. Another top performer may have
colleagues in his network who are excellent
recruitmenttargets.
Social profles are fuid—constantly changing to
refect an employee’s current outlook, interests,
projects, and status. Interactions with work
colleagues and communities keep information
fowing through an employee’s social profle—
providing an account of the employee’s infuence
and participation.
“Employee engagement means a deeply
felt connection between the worker and
the job. Can you imagine Julia Child
without cooking”
—Cris Wildermuth, Assistant Professor,
Drake University
Work is a social activity. Employees with an active presence on internal social networks
are more engaged in their work, and, according to experts, engaged employees are more
valuable to the business.
THE ENTERPRISE SOCIAL NETWORK
20 MILLIONWORKERS
Analytics
Prole
TALENT
PROFILE
SOCIAL
PROFILE
PERFORMANCE
LEARNINGRECRUITING
63%
Percentage of “engaged” workers who say
they would stay at their current job if they won
US$10 million in the lottery 4
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IntroductionCollaborationRecruitingLearningPerformanceConclusion4
See Your Employees in the Business
Engagement
ENGAGEMENT
The Management Value of the Talent Profle
Information from an employee’s social profle
(such as the employee’s contact information or
current projects) can be integrated with parts of
the more data-driven talent profle to become the
home page for every employee. It’s a one-stop
shop that can include an employee’s calendar,
e-mail, instant messaging, benefts, goals,
and personalized learning and development
opportunities.
Information in the talent profle is available to
HR for business analytics—a critical tool in next-
generation human capital management (HCM)
solutions that will be able to provide prediction,
trend, and scenario analytics for the business.
Beyond the Org Chart
The highly customizable dashboard of an
employee profle serves as the hub for the
employee’s lifecycle as well as a launching pad
for applications the employee uses on a regular
basis. Employee profles give HR staff a view
of the informal interactions that are at the heart
of a social network. For example, an employee
who is relatively low on the org chart may play
a critical role as a guru with valuable knowledge
that’s often accessed by others. Losing this
person to a competitor could create a knowledge
gap and have a negative effect on collaboration
and innovation.
As organizations grow and spread out, this kind
of informal connection with colleagues can
easily be lost. However, a business organized
around an enterprise social network has a better
chance of maintaining these employees and their
relationships.
“There’s no bigger asset for a company’s
brand and reputation than a fully engaged,
motivated workforce.”
—Reggie Bradford, Senior Vice President,
Product Development, Oracle
HOW MUCH ARE YOU PAYING
FOR A DISENGAGED WORKFORCE
disengaged,” costing the economy between
US$450 billion and $550 billion annually in
lost productivity.5
employee is US$25,000.6
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