Contact Us
Who We AreWhat We DoOur ClientsNews & EventsCenter of Excellence

Knowledge Infuser : November 2007

Previous Next
0

 

 

 

 

 

 

 

 

 

 

At Knowledge Infusion we do many webinars for the HR and talent management community. A customer today asked why we dont add them to our blog, so here we go. There is one TOMORROW!!

 

 

 

 

 

 

 

 

 

How sweet is the suite? Join us for an interactive webinar where we’ll reveal the results of a recent survey conducted by the Knowledge Infusion Center of Excellence and HR Executive Magazine.

Wednesday, November 28th at 2:00pm ET/11:00 am PT

 

 

 

 

 

 

 

 

 

 

You’ll learn how over 300 organizations responded and learn:

 

 

 

 

  • where companies are focusing talent management efforts

  • what integrations are most important

  • what are the most important factors in selecting products

  • what are the biggest barriers to success

 

Register today at http://www.knowledgeinfusion.com/news/webinars_view.php?id=71.

 

Can’t join us? Register and we’ll send you a link to the replay.

 

Another infusion of knowledge...

 

 

 

 

0 Comments 0 References Permalink Tags: webinar
0

Pain in the -AAS

Posted by Jason Averbook Nov 27, 2007

 

 

 

At Knowledge Infusion, we are asked daily about our thoughts regarding Software as a Service. Not just our thoughts, but what it is. In the world of acronym soup, SaaS is one that HR and talent management buyers need to understand.

 

 

As stated in many previous blog entries, SaaS is a great technology solution for many organizations but certainly not for everyone.

 

 

The world of SaaS continues to get more and more confusing with vendors and implemention firms talking about SaaS even if the application itself is not a true SaaS solution.

 

 

While we do education everyday throughout our customer base about what SaaS truly is, who it is for, AND WHAT EVERY COMPANY NEEDS TO DO BEFORE DEPLOYING A SOFTWARE AS A SERVICE HR solution; a new set of acronyms enter the space.

 

 

The link below links to a great/funny article about acronyms around "-as a service". A few interesting examples:

 

  • Business as a Service - huh?

  • Ethernet as a Service - hmm

  • Mashups as a Service - for all of HR, learn what a mashup is here

  • Whatever as a Service - this one takes the cake

 

What do you do as a service? Will be interested in seeing responses here.

 

 

Another infusion of knowledge...

 

 

Link to article

 

 

0 Comments 0 References Permalink Tags: saas
1

 

 

 

 

On behalf of everyone at Knowledge Infusion, we want to wish you and your families and happy and safe Thanksgiving holiday. The fact that we have the ability to read this blog and live in the world we do today is a true testament to what we each have to be thankful for.

 

 

One of the key values and beliefs within the Knowledge Infusion culture is that of hope and a mission to make the world a better place in many ways. On this Thanksgiving, we continue our efforts along these lines by supporting an organization called Kiva.

 

 

Kiva's mission is simple, to give hope to small business entrepreneurs in developing countries that are trying to make a difference in the world. For as little as a $25.00 LOAN, it can get a small business on its feet and serving a community of thousands. There are people all over the world today that do not have much to be thankful for and our hope by supporting an organization like Kiva is that we can give them a small glimmer of hope as they work to change their own world.

 

 

It is often times hard to understand how you can make an impact, this is an amazing way to make an immediate impact and stay in touch with your efforts as well. On this special day, look around at your family, look at the community that you are part of and be THANKFUL. At the same time, look at Kiva and realize how you can make a community on the other side of the world THANKFUL as well.

 

 

Visit the Kiva website at http://www.kiva.org.

 

 

We have also attached a link from MSNBC here about this amazing organization and its impact.

 

 

Another infusion of knowledge...Happy Thanksgiving

 

 

1 Comments 0 References Permalink Tags: thanksgiving, kiva
0

 

 

 

In a recent research note linked to below, Gartner made an interesting prediction that has caught the eye of the folks at Knowledge Infusion. At KI, we are involved in many software evaluations and selections where price is an issue, not the only issue, but still an issue. The latest research note from Gartner states that seven major things will drive costs down. A few of the biggies include Software as a Service (SaaS) and Service Oriented Architecture (SOA). Some things to note about this and how it will effect the HR and talent management software space

 

  • More and more HR organizations are looking to Software as a Service solutions to drive their workforce facing solutions. The problem with this is that few HR organizations or vendors in the space are executing the deployment to acceptable customer service levels. This has to change during 2008 for SaaS solutions to continue to gain traction.

  • The ERP vendors such as Oracle and SAP are racing to change their software deployment models and architectures; the question remains, will they be able to do it in time.

  • Vendors such as Workday and Lawson have already invested heavily in the SOA model giving them a huge head start on the future of the core HR and foundation layers.

 

 

This topic will continue to gain attention over the next 12 to 18 months as the face of HR software changes forever (again). Stay tuned as the acronyms SaaS and SOA continue to replace the term ERP; and no, this doesn't mean Oracle and SAP are dead; just reinventing themselves.

 

 

Another infusion of knowledge...

 

 

Link to article

 

 

0 Comments 0 References Permalink Tags: soa, saas, lawson, workday, gartner, erp_vendors, oracle, sap
0

 

 

 

Knowledge Infusion had the opportunity to take part in a number of events at Oracle OpenWorld last week. I didnt have the opportunity to attend any presentation where Larry Ellison or the application team was presenting. We had many clients that had asked us to bring back information from OpenWorld; both existing Oracle clients and organizations looking to license a net-new HR solution.

 

 

While reading up on comments over the weekend, I found a post by Vinnie Merchandani that was quite interesting. Attached is a link to the blog post. We will continue to add links as more comes out from the event from last week.

 

 

What is important to remember is that not EVERYONE is waiting for Fusion. There are many happy PeopleSoft and Oracle customers using HRMS today. What IS important is that Oracle needs to think about when and how to clearly communicate what is Fusion HR. The clock is ticking on this one and customers are beginning to get antsy based on the number of inquiries we are getting.

 

 

Another infusion of knowledge...

 

 

Link to Vinnie's post

 

 

0 Comments 0 References Permalink Tags: oracle, fusion
0

 

 

 

 

Human Resource Executive had a great piece last week written by Knowledge Infusion's Vice President, Jason Corsello.

 

 

 

An excerpt:

 

 

 

By all indications, the talent-management technology market shows no signs of weakening from its hyper-growth status. The demand for applications in recruitment, performance management and succession management -- both for stand-alone products as well as those bundled into "suites" from a single vendor -- remains as strong as ever.

 

 

However, although the market is booming, mass confusion permeates the market regarding the question of just what talent management truly is. Almost every product and service associated with HR today is sold and branded under the term "talent management," in an attempt to ride the latest wave of hype, excitement and growth. Yet the result has led to confused buyers, unsure of their approach, strategy and ultimate success factors for talent management.

 

 

Thanks Jason on behalf of the entire industry including the Knowledge Infusion community for continuing to drive innovation and thought leadership.

 

 

 

Another infusion of knowledge...

 

 

 

Click here to read entire article

 

 

0 Comments 0 References Permalink Tags: jason_corsello, talent_management, hr_executive
0

 

 

 

 

Newsweek drills into detail on the latest from Jeff Bezos and Amazon called the Kindle.

 

 

 

Great quote : "Technology is anything that was invented after you were born"

 

 

 

A few highlights from article:

 

 

 

  • Some of those features have been available on previous e-book devices,
    notably the Sony Reader. The Kindle's real breakthrough springs from a
    feature that its predecessors never offered: wireless connectivity, via
    a system called Whispernet. (It's based on the EVDO broadband service
    offered by cell-phone carriers, allowing it to work anywhere, not just
    Wi-Fi hotspots.) As a result, says Bezos, "This isn't a device, it's a
    service."

  • "There's 550 years of technological development in the book, and it's
    all designed to work with the four to five inches from the front of the
    eye to the part of the brain that does the processing " says Hill, a boisterous man who wears a kilt to a
    seafood restaurant in Seattle where he stages an impromptu lecture on
    his theory. "This is a high-resolution scanning machine," he
    says, pointing to the front of his head. "It scans five targets a
    second, and moves between targets in only 20 milliseconds. And it does
    this repeatedly for hours and hours and hours." He outlines the
    centuries-long process of optimizing the book to accommodate this
    physiological marvel: the form factor, leading, fonts, justification …
    "We have to take the same care for the screen as we've taken for print."

  • "The possibility of interaction will redefine authorship," says Peter
    Brantley, executive director of the Digital Library Federation, an
    association of libraries and institutions. Unlike some
    writing-in-public advocates, he doesn't spare the novelists. "Michael
    Chabon will have to rethink how he writes for this medium," he says.
    Brantley envisions wiki-style collaborations where the author, instead
    of being the sole authority, is a "superuser," the lead wolf of a
    creative pack. (Though it's hard to believe that lone storytellers
    won't always be toiling away in some Starbucks with the Wi-Fi turned
    off, emerging afterward with a narrative masterpiece.)

  • The answer is probably not, and that's why the Kindle matters. "This is
    the most important thing we've ever done," says Jeff Bezos. "It's so
    ambitious to take something as highly evolved as the book and improve
    on it. And maybe even change the way people read." As long as the
    batteries are charged.

 

Will this change paper based manual and documents forever? Probably not in the next ten years, but after that, I would bank on it. Will our kids still read textbooks in ten years? What will students think when they enter the workplace when they haven't looked at a book?

 

 

 

Once again, e-HR strategy in the 21st century is so important. Most aren't giving the User Interface, Portal, Social Networking, Mobile Device and Accessibility enough credit. Knowledge Infusion helped its first client launch an internal Facebook community last week with many more planned for the next few quarters. Going forward, it isnt the back office software that will drive success, it is the workforce facing tools.

 

 

 

Another infusion of knowledge...

 

 

 

Click here to read fascinating article

 

 

0 Comments 0 References Permalink Tags: e-hr, social_networking, facebook, the_kindle
3

 

Knowledge Infusion had the opportunity to take part in many activities at Oracle OpenWorld 2007 this year including a panel that I was on today moderated by Row Henson. I have to commend Oracle on a conference well done and the panel that I was part of on the future of the workforce got some great reviews from the audience.

 

 

 

As Josh Bersin from Bersin & Associates and Lisa Rowen from IDC and myself spoke, many questions came up around the workforce, how education is effecting kids entering the workforce these days and how technology might play a role.

 

 

 

A few highlights:

 

 

 

  • Josh Bersin made some great comments surrounding recruiting techniques organizations are using around hiring family members; parents bringing their kids to work and visa versa

  • Lisa Rowen reminded us that the first Baby Boomer turned 62 this year and chose to collect Social Security - hmm.. I thought the workforce was working longer? What are you doing to keep them?

  • I talked about one of the Knowledge Infusion initiatives next year around the formulation of a foundation to help high school students understand the value that technology and specifically the impact that by understanding the world of business while in high school they can be prepared 1000x better to enter the workforce. Stay tuned for much more about this Knowledge Infusion foundation in 2008.

 

The conversation was great and I appreciate Oracle inviting Knowledge Infusion to participate and thank my fellow panelists for a great event.

 

I had the opportunity to take my son to his first movie last week, The Bee Movie. The whole panel reminded me of this video clip and thought I would share it. Has anyone in your life had the same job their whole life? Is it still possible? Let me know.

 

 

 

Another infusion of knowledge...

 

 

 

Here is the video clip

 

 

 

 

 

3 Comments 0 References Permalink Tags: workforce, oracle, bersin, idc, row_henson
0

 

 

 

Knowledge Infusion ran across this video clip that truly shows how the media "misunderstands" some major issues in the HR and Talent Management technology space. It is also another interesting example of how the media is looking for some SHOCK value. The latest example, a news clip about the company Vurv and a product of theirs called Optimize.

 

 

Knowledge Infusion has actually worked with the Vurv Optimize product and the video does it some interesting justice in describing what it does but COMPLETELY misses the benefits of the solution.

 

 

As you are forming your HR strategy and it involves M&A activity, take a look at the Vurv Optimize product. Vurv acquired an organization called PeopleBusinessNetwork who build the foundation of Optimize and it is truly one of the first automated intelligence tools in the HR space today. Look for the other HR technology vendors to follow suit with product of similar ilk over the year to come.

 

 

Watch the video and remember the media....hmmm

 

 

Another infusion of knowledge...

 

 

Link to video

 

 

0 Comments 0 References Permalink Tags: vurv, optimize
0

 

Everyday, Knowledge Infusion works with large, global organizations preparing their enterprise for the future workforce. This includes everything from still debating the value of employee and manager self-service to whether employees should receive paper direct deposits to using Facebook to communicate.

 

 

 

CNNMoney.com had an interesting article entitled "The generation gap at work". The combination of this article along with some deep client work this past week got me thinking:

 

 

 

  • How will the four generations work together?

  • Does the age of the VP of HR have anything to do with how well they will work together?

  • Does the industry?

  • Does the vertical?

 

Take a read of the article. Dan Kadlec does a great job helping us understand how we might get past the tattoos and belly buttons in the workplace. (His words not mine - smile)

 

 

 

The article should help you form your 21st generation e-HR strategy. This is much different and needs to be thought of as opposite of deploying employee and manager self-service.

 

 

 

Take a read and think - "what can i do to make a difference in bridging the generational gap using HR technology?"

 

 

 

Another infusion of knowledge...

 

 

 

Link to article

 

 

0 Comments 0 References Permalink Tags: generation_gap, e-hr, employee_self-service
1

On Monday, Google made another one of it's major announcements even before we at Knowledge Infusion could write a blog about OpenSocial (coming soon). Google Mobile enters the fray. This could easily be called the single most important announcement to the HR service delivery space ever. Lets look a bit under the covers:

 

  • The Google announcement/initiative is designed to turn cellphones into powerful mobile computers. From a Knowledge Infusion standpoint we often hear, "the reason we dont rollout technology is that we don't have PC's where employees are". This argument appears to be on its last breath.

  • This quote says it nicely - “The Internet is going mobile, and it’s not just top down, its
    one-to-one and many-to-many all at the same time, and that’s what the Google guys get.”

  • Software developers “will build applications that do amazing things on the Internet and on mobile phones as well,” Eric E. Schmidt, Google’s chief executive, said at a news conference.

 

Who will be the first in the HR and talent management space? Will something be shown next year at HR Technology 2008? Lets make that a goal!

 

We have attached a link to one of the better articles on this topic from the NY Times below. Take a read and continue to watch this trend. The issue for HR direct access and better connectivity and communication with employees has always been the device. Is this about to change forever? Thoughts?

 

Remember how the generation entering the workforce today communicates. Text messages.

 

Don't want for the Google Phone to revamp your e-HR strategy. This has to be part of your HR strategy into the future.

 

Another infusion of knowledge...

 

Link to article

1 Comments 0 References Permalink Tags: google, e-hr, mobile_devices
0

 

 

 

Knowledge Infusion will be participating in a number of sessions at Oracle OpenWorld 2007 next week in San Francisco. On the heels of OpenWorld is a great BusinessWeek article discussing the concepts of Oracle Fusion and the new leader of the pack at Oracle responsible for driving Fusion home (and helping all understand what it is). Next week could be a very big directional week for the future of HR and Talent Management technologies.

 

 

 

This is a good article for all attending the conference next week. We very much look forward to the message. What are your thoughts on what will be announced? Let us know..

 

 

 

Link to article...Read today

 

 

 

Another infusion of knowledge...

 

 

0 Comments 0 References Permalink Tags: oracle, fusion
0

 

Knowledge Infusion is made up of employees that are dedicated to a strong work/life balance. This includes insuring that families including kids are part of the corporate culture that we work to achieve. This being said, I wanted to start the week by linking to a great post by Jon Ingham's blog about Autism.

 

 

The families of Knowledge Infusion work together to give to philanthropic organizations and work with non-profits to give back to the community. Autism is a huge issue in our society and Jon does a heroic and brave job in calling it out.

 

 

Take a read of Jon's post and take note of this important issue.

 

 

0 Comments 0 References Permalink Tags: knowledge_infusion, philanthropic, jon_ingham
3

 

Since the HR Technology Conference approximately three weeks ago in Chicago, IL; Knowledge Infusion has continually been asked questions about the Shootouts and Battle at the event. Here are some of the questions that have come in through the COE and other avenues:

 

  • I never knew Lawson had a HCM product

  • Authoria's product looked so much easier than the one that I have installed at my site

  • Why does SuccessFactors interface look so different than Vurv's?

  • The Workday product looks amazing, why are more customers not using it

  • Lawson said in a press release that they won the Battle; is this true?

  • Why does Authoria always win yet they didnt make our short list?

  • I thought Taleo had a performance/succession product; I guess it wasnt good enough to make it to the finals

 

I find all of these questions interesting, amusing, frustrating and intriguing all together. Let me explain how Knowledge Infusion would recommend that you use data and opinions from these types of events:

 

  1. These types of events are a great way to see vendors user interfaces and functionality at a 50,000 ft level. The demonstrations are very scripted and often tied to the vendors strengths, not their weaknesses, and should be looked at through that lens. One SHOULD NEVER make a vendor decision based on what is seen at these events.

  2. The vendors presentations are a result of an amazing amount of work, scripting and at times; customization of their software. You SHOULD NEVER think what you see on the screen at these events is what you get as a customer of these vendors. In some cases it is, in many it is not. What is true, is that with customization and configuration, the software can do what you saw.

  3. Some of the vendors were showing products that are not generally available today. This would explain why the look and feel might appear drastically different than the version that you are using. Check with your vendor to see when the version they showed at the event will be available to you.

  4. Don't read too much into a vendors press release saying that they WON an event. I thought that there was a lot of chest puffing after this event that continues to add confusion to the enterprise client space. Authoria was the only VOTED winner at HR Technology by the people in the room and remember even that was a group of approximately 700 that voted in a room after looking at 20 minutes of software. Of course some analysts liked one vendor better than the other and even proclaimed a winner; but that is in the eyes of one analyst and definitely not the public. Once again, should be seen as a opinion.

  5. The best software in the world can be deployed wrong and be thought of as a terrible solution and the worst looking software can be deployed with excellence and seen asa great solution. There is much more to think about such as integrations, supportability, true value creation and deployment to the workforce than what people saw on those screens.

  6. The Shootout and Battle formats can tell you alot about the executives from an organization by their personae on the stage, but Knowledge Infusion recommends you truly understand the vendor and their executives personal goals and cultures before entering into a true partnership.

 

The Shootouts and Battles are great events. They allow enterprise clients to see software that they would never get a chance to see without entering into a sales process. THEY ARE NOT A VENDOR SELECTION, A SOFTWARE REVIEW, A FIT GAP, A TRUE BUSINESS PROCESS SCENARIO EVALUATION.

 

 

Knowledge Infusion thinks that enterprise clients should attend and see as many of these types of events as possible and learn from what you see, but that is where it stops. Don't overvalue the press releases and the hype; get to know the vendors, understand how they fit into your organizations culture and make a true process based decision.

 

 

Finally, there are many other vendors in the Talent Management and HCM space than who demonstrated at HR Technology 2007. Stay tuned for more on this topic as Knowledge Infusion works to help you continue to understand this everchanging space.

 

 

Another infusion of knowledge...

 

 

3 Comments 0 References Permalink Tags: hcm_battle, hr_technology_conference, authoria, vendor_selction
3

Knowledge Infusion works with many enterprise clients and vendors in the talent management space. The one thing that this space needs is controlled innovation. As we continue to see consolidation, it is very concerning that this innovation will come to a grinding halt. The need for innovation in talent management will make or break this space forever.

 

Gina Ruiz has done a great job recapping the acquisition in Workforce Magazine yesterday. Link can be seen below. This opens the door even further for organizations like Vurv , Taleo , Stepstone and PeopleClick to move in and make a serious play in this space. Also, the ERP vendors such as Oracle and SAP are making significant investments in this crucial space to the future of business. It is NOT an easy space, but one with huge brands and huge financial rewards if done to match the demographic of the hourly worker today.

 

 

 

Stay tuned for more as we continue to look at the impact of acquisition on innovation. Lets not move this space backwards!

 

 

 

Click here for article!

 

 

3 Comments 0 References Permalink Tags: workforce_magazine, hourly_recruiting, vurv, taleo, stepstone, peopleclick, oracle, sap, gina_ruiz
1

Computerworld does a great job of talking with a Software as a Service (SaaS) expert from Saugatuck Technology Inc and the things that all enterprises need to be thinking about when looking and deploying SaaS solutions.

 

On a daily basis, Knowledge Infusion is working with clients to help them understand this evolving market and what organizations need to be thinking about before entering and during deployment of these types of solutions. The nine things that this article highlights and some Knowledge Infusion comments are:

  1. What is Saas? - Read this carefully and do not let vendors try to confuse OnDemand or ASP with Software as a Service. Organizations such as Workday and SuccessFactors to name a few are doing this right today in the human capital management and talent management markets.

  2. What about security? - Take time to really understand how secure your data is. The vendors in this space make your data much more secure in their world then it would be stored at your site.

  3. How do SaaS vendors charge?- This is very important to take time to understand, especially in the HR space. Many people have said to us, "The software would be more than what we paid for PeopleSoft or SAP!!". The thing they are forgetting is how much they have paid in the past for support. You have to look at this as a TCO argument.

  4. What kinds of services do SaaS vendors provide? - Once again, very important to understand in this space. If you are used to x level support from your ERP provider, you are going to get Y level support from the SaaS vendor. Not necessarily good or bad, just different. You are also not implementing, but deploying which changes the types of support and services you need as well.

  5. Is SaaS only for small and medium businesses or will it work in our enterprise? - SaaS solutions are proving with the right planning upfront to work in any size enterprise. The PLANNING piece is critical. You have to look at your processes and understand how the SaaS vendors solution fits into your enterprise process flow.

  6. How mature are SaaS services? - Not very mature and rapidly growing up. Depends on the vendor and talk to references.

  7. How mature is the SaaS market? - See response to number 6

  8. Is SaaS more than a flash in the pan? - We believe this is the right solution for many organizations, not all, but many and depending on factors such as, may be the future for your organization with PLANNING.

    1. What is your ERP?

    2. What is your BI strategy?

    3. What is your global strategy?

  9. What involvement should the service users have with the vendor once contract is signed? - ALOT. This market is in constant BETA mode and things that you need in your solution are being added daily. Your feedback is so important and it is important to give it early and often.

It is a very exciting time in this space as vendors continue to shift towards this model. We will continue to see talent management vendors such as Taleo, Vurv, Authoria, Plateau, Saba, SumTotal, Halogen, Cornerstone OnDemand, Workscape and others continue to enhance or deploy their SaaS solutions over the next 12 months. Also, dont be suprised to see Oracle, SAP and Lawson continue to get MUCH better in this space. Learn about the market now, stay tuned - much more to come!!

 

Another infusion of knowledge...

 

Link to Computerworld Article

 

 

 

 

 

 

PLEASE COMMENT BELOW!!

 

 

 

 

 

1 Comments 0 References Permalink Tags: software_as_a_service, saas, workday, taleo, vurv, workscape, successfactors, halogen, cornerstoneondemand, plateau, oracle, sap
0

At Knowledge Infusion we continually hear that rolling out software and processes through email blasts is a waste of time. The deployment portion of any HR, Human Capital Management and Talent Management technology initiative must be tied directly to the overall HR strategy of an organization.

 

 

 

Principal Consultant, Andy Gebavi has contributed a though provoking piece on social networking today and its impact on talent management. I see that Microsoft will be taking a 1.6 percent stake in FaceBook at the whopping price of 246 million dollars. This transaction values FaceBook at 15 billion dollars in today’s market. Not bad for a company that has yet to earn a profit. The value ascribed to FaceBook is based mostly on its use as a potential vehicle to push advertising to its 50 million (and growing) users.

 

 

This got me thinking about enterprise social networks in Talent Management.*One of the latest trends in talent management is vendors offering functionality *that will allow the creation of FaceBook style profiles for their employees. Our customers are using this functionality to make data-rich processes like succession planning, workforce planning, and internal talent searches much easier. New products are also emerging to capitalize on the social networking aspect of having employee profiles – Lotus Connections comes to mind. I worked with one customer recently who wants to use this functionality as part of their career development strategy by allowing employees to opt-in to mentoring and coaching networks.

 

 

There is still one missing piece in the enterprise social networking space though. The one aspect that drives the value of all consumer-focused social networking sites is advertising. I’m not talking about spam here folks. Many people often don’t realize they’re seeing advertising when they surf the web. They’ve either grown immune to it, or it’s presented in subtle ways (i.e. sponsored links in Google search results). One of advertising’s key goals is to influence consumer behavior. Why not use a similar concept to influence employee behavior? How far off can we be from having internal “advertising” pushed to employees based on the demographic data in their employee profiles or their internal surfing activities?

 

 

We already filter content on corporate intranets and portals based on the user’s roles and demographics. But think of the possibilities of pushing corporate “banner ads” - focused on specific employees based on business ctivities they perform; knowledge they have; or internal networks to which they belong. These “banner ads” could advertise almost anything such as the need for a specific skill set, services offered by a specific department, new training/development opportunities being offered, business process changes taking effect, or news about internal social networks. Folks, the days of the “email blast” as the main communication channel might nearing their end – for some things.

 

 

Another Infusion of Knowledge...

0 Comments 0 References Permalink Tags: social_networking, facebook,