adopt adapt and flourish the social media change
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Adopt, Adapt and
Flourish
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Chetan Goenka ([email protected])
Mehak Gupta ([email protected])
Milind Gawaskar ([email protected])
Rahul Bahl ([email protected])Shashank Paliwal
Class of April’ 2011
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Social Networking in your own backyard
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WASTE ON A HUMONGOUS SCALE
Source: IDC Social Media Report,2009
$6 Million
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Seeking help is the human
way of working
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KEY PRINCIPLES OF SOCIAL INTRANET APPLICATIONS
Openness
Anyone who wants to and can take part in the discussion should be allowed to
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Openness
Usability
The ease of use of the application defines its usage and success
KEY PRINCIPLES OF SOCIAL INTRANET APPLICATIONS
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Usability
Dialog
Openness
Knowledge exchange requires UnderstandingUnderstanding requires dialogue
KEY PRINCIPLES OF SOCIAL INTRANET APPLICATIONS
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Recognition
Openness
Usability
Dialog
Recognition is the primary driver of SharingReward it
KEY PRINCIPLES OF SOCIAL INTRANET APPLICATIONS
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BENEFITS OF SOCIAL INTERACTIONS
Knowledge repository Solves problems
Removes duplication Channelize energy
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SAMPLE APPLICATION - BRAINPARK
A new age platform which allows interaction between employees inside in the organization, much in the same way as they
interact on social media outside
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Employee Engagement using Social Media
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TRANSITION
Source: http://destinationtalent.com.au/blog/2010/04/30/adoption-of-social-media-by-recruitment-firms/
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SOURCING METHODS IN 2010
Source: http://mikeandrewconsulting.com/1012/online-social-networks-change-hr-recruiting-game/
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SOCIAL RECRUITMENT
Source: http://mikeandrewconsulting.com/1012/online-social-networks-change-hr-recruiting-game/
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RECRUITMENT
• Collaborative platform for recruiter & aspirants
• Pre-screening to save time on hiring process
• Create page on intranet for jobs in pipeline
• Job search engine• Background check• Social presence &
Cultural fit
Source: http://www.techprone.com/10-different-ways-social-media-can-help-hr/
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BUILD RELATIONSHIP
• Network expansion among HR community for learning from experts
• Ning: Make own social network free of cost, dedicated towards building relationship with potential talent pool
Source: http://www.techprone.com/10-different-ways-social-media-can-help-hr/
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COMMUNICATE
• Communicate important messages & announcements
• Idea generation• Feedback on corporate
policies & decisions• Tag or refer key blogs to
employees rather than sending mails
Source: http://www.techprone.com/10-different-ways-social-media-can-help-hr/
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TRAINING & DEVELOPMENT
• Implement a microblogging tool, such as Yammer or Co-op
• Creating and sharing YouTube videos can be of great help in training employees of company
• Developing micro-training programs for induction training using Udutu Teach Facebook application (scorm 2004 LMS)
• Instant messengers for quick & on the go query resolution
Source: http://www.techprone.com/10-different-ways-social-media-can-help-hr/
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EMPLOYEE MANAGEMENT
• Free, stable and highly usable HRM solution• Modules for personnel information management, employee self
service, leave, time & attendance‚ benefits and recruitment • Fast growing, receptive and knowledgeable worldwide open
source community• Perfect platform for re-engineering and aligning your HR
processes
Source: http://www.techprone.com/10-different-ways-social-media-can-help-hr/
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COMPENSATION & BENEFITS
• SalaryScout: network of users seeking fairness in compensation and benefits.
• Glassdoor: free career community to anonymously share an inside look at jobs and companies
• Salaries, company reviews, interview questions, from current & former employees
• Companies and HR can negotiate better with candidates about compensation via such social media sites.
Source: http://www.techprone.com/10-different-ways-social-media-can-help-hr/
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CORPORATE BRAND, PROMOTION & ADVERTISING
• promote company to targeted audience on social site
• Employees & managers run online career fairs, talk about life in the company, reach potential talent using social media.
• Information about vision, values, growth can be put in your social media profiles and this will eventually improve your corporate image and personal brand in market.
Source: http://www.techprone.com/10-different-ways-social-media-can-help-hr/
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SOCIAL MEDIA IN INTER-ORGANIZATIONAL
COORDINATION
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SOCIAL MEDIA IN INTER-ORGANIZATIONAL COORDINATION
• Brand BuildingThought leadershipAwareness
• CollaborationIdeasFeedback
• PR/NewsGlobal Communication
• Pioneers: American Express, Archer
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AMERICAN EXPRESS OPEN
• Social media for targeting SMEs
• Open forum to provide business advice & insights
• Idea hub: members can connect with industry experts, customize topics
• Unique visitors – 1 mn in 2009
Source: http://www.toprankblog.com/2010/02/b2b-social-media-winners/
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ARCHER EXCHANGE
• Archer Community –an online social network for customers to interact, share best practices and provide feedback to drive product development.
• Archer Exchange - An online marketplace that enables clients to download applications
Source: http://www.toprankblog.com/2010/02/b2b-social-media-winners/
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CREE
• Build awareness and promote the benefits of LED technology
• Cree also leverages Facebook and Twitter in a push/pull approach for the website.
Source: http://www.toprankblog.com/2010/02/b2b-social-media-winners/
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“When memories exceed dreams, the end is near. The Hallmark of a truly successful organization is the willingness to abandon what made it successful and start fresh”
- Michael Hammer
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Future organizations will put people at the center
of progress
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FUTURE ORGANIZATION….
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FUTURE ORGANIZATION….
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ENTERPRISE 1.0 V/S 2.0En
terp
rise
1.0 Hierarchy
InflexibilityOne time zoneSilos & boundaries Long time to market cycleClosed / Proprietary standards
Ente
rpris
e 2.
0 Flat organizationFlexibilityGlobal teamsFuzzy boundariesShort time to market cyclesOpen standards
Source: http://www.e2conf.com/downloads/Enterprise_2_0_what_why_how.pdf
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FUTURE ORGANIZATION
HRSALES &
MARKETING
PUBLIC RELATIONS
CUSTOMER SUPPORT
BUSINES DEVELOPM
ENTLEGAL IT
SOCIAL WEB
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Enterprise 2.0
Business & Collective
Intelligence
Collaboration
Web 2.0
Information access &
management
• Improved business knowledge for faster business decisions
• Business collaboration
• Work group computing
• Role based work space
• Social software• Enhanced web
development
• Faster & easier access to corporate information
• Business content integration & data governance resulting in better quality
FUTURE ORGANIZATION - COMPONENTS
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Source: http://www.iirusa.com/upload/wysiwyg/Enterprise%202.0%20Web%20Seminar.pdf
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OUR PERSPECTIVE..
1. Emphasize less on ROI
2. Use Social Media or Lose significance
3. Cultural Impact of Enterprise 2.0
4. HR, Sales and Mktg. – Heavy Use
5. Inversion of the managerial Pyramid
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THANK YOU!