chro eventv4

©2011 IBM Corporation

IBM CHRO Study and Smart WorkDjalma Pinto de [email protected]@djalmabIBM Software Group

© 2011 IBM Corporation 2

Agenda for today

• The CHRO Study• CHRO Study Main Findings• Social Business• Use Cases of Social business into HR• Demo


707 HR executive interviews

2010Working beyond Borders

Key Themes

Cultivating creative leaders Mobilizing for speed and flexibility Capitalizing on collective

intelligence

2008Adaptable Workforce


Key Themes

Developing an adaptable workforce

Closing the leadership gapCracking the code for talentDriving growth through workforce analytics

2005The Capability Within


Key Themes

The menace of maturityThe quest for talentRetaining key peopleMeasuring performance

The 2010 Global Chief Human Resource Officer (CHRO) Study builds on our insights and findings over the last five years


The IBM CHRO Study

Conducted late 2010

Run aprox every 2 years

Interview with More than 700 HR Leaders

61 different Countries

Tried to obtain their main challenges and needs for the next 3 years

Part of the broader set of studies ( CIO, CEO, CMO,...)

Full Study Freely available for download ( From IBM Free ? )

Available in Spanish / English / Portuguese

http://www-935.ibm.com/services/c-suite/series-download.html

IBM uses the output of these studies to align our offering Portfolio to market needs

Extremely good insight from your peers


Agenda for today

• CHRO Study Main Findings• Social Business• Use Cases of Social business into HR• Reference Cases• Demo


What was the Output of the 2010 Study ?

Boardless World

Increase of communication among countries

Work is not a place anymore.Today, work can be easily performed across various cultures, geographies and time zones.

Latin American Companies going Multi National

distance and even language to create a global forum for the exchange of ideas and information.

Instrumented, interconnected, intelligent systems seamlessly link organizations from every part of the world.

But there are many limiting factors still in place

Emerging Markets -> Mature Markets

Innovation is the key for any recent success

Growth Opportunities

Speed is key


3 Great Themes around 2010 CHRO Study

Cultivating creative leadersDesarrollando la siguiente generación de líderes para una fuerza laborar más global, flexible y diversa

Mobilizing for speed and FlexibilityRapidamente desarrollar y desplegar skills en la fuerza laboral para atender oportunidades emergentes

Capitalizing on collective intelligenceA través de colaboración y compartir conocimiento lograr conseguir eficiencia y generar un ambiente de innovación


These Challenges Requires from HR Leaders

Cultivating creative leaders

CHROs need to focus on facilitating the development of energized leaders with a flair for thinking about opportunities and challenges in completely different ways.

These leaders must be able to provide direction to, as well as motivate, reward and drive results from an increasingly dispersed and diverse employee base.

Mobilizing for speed and flexibility

Companies must be willing to simplify processes and provide fast, adaptive workforce solutions to meet the requirements of a quickly changing marketplace.

A responsive human capital supply chain and the ability to fluidly allocate resources are essential for competitive differentiation in today’s tumultuous environment.

Capitalizing on collective intelligence

Tapping into a broad base of institutional knowledge is critical to developing and maintaining an innovative culture. Enterprises must adapt innovations, apply them across their organizations and find new ways to connect people to each other and to information, both internally and externally.


Some comments from your peers


Agenda for today

• Social Business• Use Cases of Social business into HR• Reference Cases• Demo


The 5th Era of Transformation

People have the Info…Real question is “How to retain/use it ? “

MainframeDepartmental

PCs

Internet

Social


91% of adults use a social network

800M Active facebook users510,000 comments per minute

200M registered users119M tweets per day

100M Linkedin MembersOne New user each minute

Status Quo of Social Tools usage

People Interaction inSocial Networks generate Explicit Knowledge !If Knowledge is there.. I can search and find it !


Conectado

Transparente

Ágil

Social BusinessSocial Media

Marketing and PR Focus in the Organizations and processes

Social Media vs. Social Business


Blogs – Express Opinions

Communities - CongregateFiles – Share content

Micro-blogging - Share

Profiles – Be found

Activities

Bookmarks – Share content

Forums - Reach common sense 0

Wikis – Keep Info Updated Social Analytics -

Why this is important to me ?

Social Tools – What you really get from them.


Social Business Framework

Product Development and Service

Marketing, Customer Service

Enhance CustomerRelations

Speed to Market

Flexibility

RH / Operations

ResultsSocial Business

Traditional Enterprise

• 'Push' marketing • Brand Control

• Invertir en I+D• Ideas de expertos

• Separate Units• Rigid Process

• Listen to Market• Generate Sponsors

• Joint Development• Connect with Experts

• Build Communities• Create trust Relationships


Social Business Maturity Model


Agenda for today

• Use Cases of Social business into HR• Reference Cases• Demo


Growth in Latin America 2010/2011 figures

Average Expected Growth 5.2%

Low Average Unemployment 8.2% - > 7.8% (16 M people got a job !)

In colombia Unemployment rate 2010 2011 was 14% – 9%

Expected > 3% growth in 2011

Argentina

Brazil

Bolivia

Chile

Colombia

Dominican Republic

Mexico

Paraguay

Panama

Peru

Uruguay


*IBM CHRO Study, 2010

Today In 3 years

Better Efficiency44%

64%

New Market and Segments 31%44%

Develop New Products and Services

35%48%

“Our current stance is defensive to protect our profits under difficult economic circumstances; however, over the medium and long term, our agenda is geared toward global growth.”

Director de Operaciones, UK

Organizations are transforming their strategies – Growth with Efficiency


HR process that have “fit” for Social Business

Sourcing and Recruiting Marketing and Communications Connecting with Experts and colleagues

Job Lists Curriculum Management Marketing & Communications Presence

Auto Service Onboarding Communities for new employees Employee Development and Leadership Internal Communications Coaching and Feedback HR Operations E-learning / Social Learning …


Social Business for HR and Talent Management

(*) “The rise of the networked enterprise. Web 2.0 finds its payday” – McKinsey Global Survey Results, 2010

(**) Based on Business Value Assessment results for HR and Talent Management

Opportunity (ROI)**

Better Retention and engagement

• Faster On-boarding & M&A = 10% cheaper

• Reducing new employee training costs in 15%

• Reduction on trips can generate at least US$ 2k dollars per employee/ year


Centralized

Open and collaborative

Ad-hoc Collaboration

Focus in Communities

Focused in Metadata

Relevance / Tags / Rating

Usually Internal

In / Out of the company

Content Focused

Focus on peopleTradicional KMFocus on content, store, retrieve, management

Social Knwoledge Mgmt.Identify what is relevant to whom..

Social KM is a smart Approach


Bernardo / Carolina and Old Cars – Social Learning


Agenda for today

• Reference Cases• Demo


Fostering Innovation

Speed and Flexibility

Creative Leadership


A Sample Case of Ideation Success

Largest bank in South America

Business Challenges

Better customer Service

Agency Remodelling project

Enhancements on the web site to make it more appealing and foster UpSell – Cross Sell

Employees are also customers

Launched an Ideation that ran for a week

Hundreds of excellent ideias

Many of them graduated

Enhacements on their web site, agency lay out and customer support process

The best and most voted ideas received a prize


Fostering Execution Speed

It’s all about

What you do not know

How to Reach People

To find an answer for a business Problem

Answers rely on

Content

People

Places

http://www.managementexchange.com/story/shift-changes-way-cemex-works


Client Conectivity


Objetivos:

Estrategia:


Con el correcto programa, la adopción es viral


Sogeti

Objective – Connect Consultants Reducing Costs

• Corporate Culture

• 200 Offices 14 Countries

• Better Response time= finding experts reduce the consulting costs making their proposal more appealing to customers and precise on results.

“People are finding each other, creating new services. It could be an extremely valuable part of our culture."

– Erik van Ommeren


Track 3: Optimizing the WorkforceSocial Businesses improve the effectiveness of their people and unlocking talent and skills that otherwise might have gone unnoticed. Now more than ever, leaders need to focus on rapidly developing workforce skills and capabilities, fostering collaboration and knowledge sharing, and developing future leaders. Learn from experts leading the way in workforce transformation, who will share their successes in developing and bringing together the right talent at the right times to support better, faster solutions to business problems.

Join the Connect conversation with #IBMConnect

Register at: ibm.com/connect


Gracias !


Cultivating Creative Leaders

2008/2009 2010/2011

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