Employees want to work for companies that excel at social business

Organizations don’t tweet people do1. Business Managers are faced with increasing use of Social platforms by their employees, customers and competitors. Managers still aren’t sure of the context to make better decisions about Social Web and its impact on them.
Business Leaders are challenged and they are eager to know, how to make a quantum leap to derive best value out of newer emerging technologies for best business outcomes. The Answer is Social Business.
This year’s MIT Sloan Management Review and Deloitte2 global survey found clear evidence that

  1. Companies across industries are creating value with social business
  2. Employees want to work for companies that excel at social business.

What is Social Business3? How can an organization become a Social Business?

When companies move itself and its clients well beyond social media into a new era of collaboration, insight sharing, and lead generation it is called Social Business.”

When companies take full advantage of social media to drive business benefit while managing the potential risks associated with employee use of social media.
Companies which leverage only external Social Media platforms rely on uni-dimensional approach to managing business. Social Business looks at the ways people interact in Digital Experiences holistically (inside the firewall and on external Social Media platforms). The insights derived are applied to a variety of different business processes.
Social Business impacts all areas of a business eg. Human Resources, IT, Marketing, Sales, R&D, Product Development, Operations.
Technology implementation would be a small portion of the overall spends on the Social Business implementation. The most important aspect is Community Management and this is one of the most vital Capabilities, organizations need to develop in-house and allocate resources for. HR Leaders play a critical role to ensure their Organizational Development Function does not ignore this crucial aspect. Usually the path to becoming a Social Business is a phase-wised approach.
So how do you eat the Elephant? One bite at a time

  1. Encourage your employees to become Digital Citizens
  2. Failing early is allowed and ok too
  3. Have a Strategy in place. Reactionary approach never works
  4. Follow and Learn from Experts. Learn from the businesses and organizations that are doing it well
  5. Find out what stage of the maturity continuum you fall and have a mid to long term plan to becoming a Social Business

Reference Links

  1. http://www.amazon.com/Organizations-Dont-Tweet-People-Do/dp/1119950554
  2. http://sloanreview.mit.edu/projects/moving-beyond-marketing/#ref1
  3. http://www.ibm.com/social-business/us/en/

P.S-  First published in People Matters
http://www.peoplematters.in/article/2014/09/09/technology/going-social-business/10221

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Social Influence Measurement

Can Social Influence Measurement systems  help  identify who influences whom internally or externally / inside or outside the organization leveraging the big data from the Social chatter that goes on in Social media space ? For example – If I retweet you or repost your status update , does Social Pulse infer that You influence me ? But what if same content gets shared multiple times on a social platform without attribution to the person who originally posted it or shared it ? Would Social Pulse identify who discovered and  shared the content first and determine influence ? Or Is Influence as a measure independent of who shares what / whose content & relies totally on engagement levels generated as a result of activities on Social platforms ? Social Capital and Social Influence –  are mutually exclusive ? Not yet , perhaps.Will Klout and Kred such companies gain prominence as Social Influence Analytics companies ?

Open Educational Resources for HR professionals


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MOOCs offered by Coursera, Udacity , EdEx have gained much popularity over last few months. Corporations have started to experiment with MOOCsfor skill development and as a low cost innovative solution to manage learning needs of the employees at large scale . When it comes to Open Online Educational Resources , HR Professionals need not look far for their own professional development. Through this blogpost, I share some of the useful OER for HR Professionals.  
  1. IndiaHRChat – Hosted by Dr Tanvi Gautam  every month. #IndiaHRchat is a monthly twitter chat aimed at creating conversation with/for the Indian HR community. Every month a guest is invited as Expert and a chat discussion follows for an hour on a predetermined HR topic . Insightful knowledge nuggets get generated in real time during chat discussion.  As the saying goes, The smartest person in the room is the room , IndiaHRChat is a demonstration of collective intelligence & represents true power of a community. Dr Tanvi Gautam has wider network and interviews experts across the globe & share insights through Podcasts which are my absolute favorite.  Hashtag #IndiaHRchat
2. IndiaHRLive – Hosted  by Nisha Raghavan . IndiaHRLive is a live TV for HR professionals. Nisha interviews HR & Industry experts every week . You are likely to meet key HR & Industry experts and get to hear them live.  Hashtag #IndiaHRLive
3.  Gautam Ghosh BlogGautam Ghosh has earned reputation as a Thought Leader in Social HR . His blog is a great resource to stay current on various aspects of Talent,  HR and Design of Open Transparent Organizations. Gautam curates and highlights interesting HR initiatives through his blog posts and shares his insights on HR trends & initiatives across the industry through his blog.
4. CiteHR Community – Hosted by Nabomita Mazumdar , offers real world insights through collective professional intelligence on Human Resources. Do you have a question, problem or a situation in the field of HR you are grappling with, chances are your questions would have already been answered on CiteHR , or you will find several HR professionals coming to your rescue to provide solutions to your problems or specific situation. HR members openly share their knowledge and experience. I Thank Nabomita  for tagging me sometimes to engaging & interesting HR discussions happening on the forum.
5. Abhijit Bhaduri BlogAbhijit  Bhaduri is the author of 3 books & Chief Learning Officer at Wipro. He writes interesting blog on variety of HR , business and current topics.   Abhijit writings are influential , not just limited to  HR , and is reflective of wide range of interests across Movies, Books, Music . Abhijit is queit selective in what he tweets.  I am appreciative of  Abhijit ‘s twitter curations too.

6. Meghan M Brio Blog – . Meghan writes a popular HR blog on Forbes.  Meghanthrough her writings cover  leadership, career, HR tech and social enterprise .  

7. Luis Suarez Blog – Professionals who have a deep interest in KM, Social & Open Business, Social Learning, Enterprise 2.0  may already know Luis. He is a popular and  well known Thought Leader on Social Media . He writes an interesting blog which covers aspects of Collaboration, Knowledge work, Communities, Social Learning and Open & Transparent Business .Luis and I have worked together for a brief period of time on Social media adoption across the enterprise and I have picked his brains a lot while working together on the key initiative. I look for opportunities to work with him as there is a lot to learn about Communities, Collaboration, and Open Business and Changing nature of work from him . Few years back,  I had my first novel experience of participating in online sessions organized by Luis where hundreds of global IBMers participate and exchange in online knowledge exchange in real time ( similar to twitter chat discussions). Luis shares his deep knowledge & expertise through his blog regularly.  
8. Jane  Hart Blog A must for all Learning & Development professionals to learn concepts of PKM ( Personal Knolwdge Management) and emerging Learning Frameworks.  
9. Khalid Raza Blog  –Khalid is a dear friend and colleague at IBM. He shares his experience, observation, opinion along with practical tips and advice on social media through his blog Social Glamor. I & Khalid worked together to conceptualize initial framework for India HR Hub – A community for India HR professionals @ IBM India. Khalid is involved with Social HR Programs and initiatives at IBM. He knows how to keep the audience engaged and make online communities work. I look for opportunities to work with Khalid as work is fun and engaging with him.
10. Dr Lynda Gratton Blog – I revere Dr Lynda Gratton’s work for her insights, strategic HR trends , studies on organizational behaviour & research on Future of work.

For guidance on  Who to Follow on Social Media , refer to SHRM list or  Top 30 HR, Recruitment and Social Media Industry Professionals to Follow on Twitter  , a list curated by Kunjal Kamdaar.

 

Which HR people you follow & learn from on Social Media ?