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Jason Averbook
0

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It seems that at least two to three times per week I am working with an organization who is struggling to understand the role that HR should play when it comes to the enterprise wide intranet or portal and how HR can use these technologies to deploy and empower a workforce.  The question of who “owns” the tool and who is making decisions on rollout is usually where the conflict occurs and the usual result is a stalemate where the organization ends up not moving forward in anyway and who is the loser in this stalemate – the workforce.

 

In each organization there is a corporate communication role that is responsible for information to the enterprise from the executives within that organization.  In this case, the role of corporate communication will determine a tool that best meets their needs to communicate information.  From that point, is where things get messy.

 

HR must play a significant role in pushing workforce facing transactions, content/collaboration tools and intelligence to the enterprise.  This can be done in one of two ways:

 

  • The HR organization can work together with corporate communications and the IT organization to leverage the existing intranet/portal to make this happen as a single workforce facing tool
  • The HR organization can create its own workforce facing intranet/portal that branches off from the corporate intranet/portal to push its content to the workforce

 

Both of the above scenarios work well and are used in organizations throughout the world today.  A few key things to remember about a intranet/portal deployment:

 

  • HR must play a key role in making the intranet/portal site a true “destination” where the workforce will want to visit and “hang out” in.  This is done by truly putting content and tools on the site that add value to the workforce.  Think “What’s in it for me?” and the ME is not YOU, the ME is the WORKFORCE
  • The workforce intranet/portal should be a “mashup” of all of the tools, templates, reports, transactions, systems, information that is needed by the workforce.  It should NOT be a series of links to systems that have different navigation methods, different sign-ons and left dated with stale content.  You will lose the workforce and they will never visit your destination again
  • You must think of the workforce intranet/portal in “perpetual beta” meaning it is never complete.  Think about production on a daily or weekly newspaper/magazine. This is the same type of mindset you need for your workforce intranet/portal
  • The workforce intranet/portal is a joint effort between HR, communication and IT.  HR can’t do this alone, but at the same time, the IT organization can’t do this alone and meet the needs of the workforce.  HR needs to lead the initiative and bring in the remainder of the enterprise to add content and value
  • Enterprise collaboration tools (social networking) should be part of the workforce intranet/portal strategy.  There is nothing that drives employee engagement in organizations today as well as these new web 2.0, collaboration tools
  • Look inside your closet – your enterprise more than likely already owns a toolset that you can use to make this a reality such as Microsoft SharePoint or the Oracle/PeopleSoft Portal, SAP NetWeaver Portal, Enwisen, Authoria or an ADP portal

 

At Knowledge Infusion we call this Digital HR and believe strongly that every HR organization in the world needs a true Digital HR strategy and mission along with resources dedicated to making this vision a reality.

 

Who owns it?  You do as a HR technology professional.  Who is the loser with multiple links to different systems, navigation, training courses, entering data multiple times and a prehistoric feel at the workforce – the employee who will eventually leave and go somewhere that fits their expectations regarding “keeping up with technology”

 

Drop me at note with questions anytime at jason.averbook@knowlegeinfusion.com

 

Another infusion of knowledge…

1915 Views 0 Comments Permalink Tags: portal, digital_hr, intranet, mashup
Jason Averbook
0

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I had the opportunity to spend the day today with an organization that has fully bought into a ERP HR product that would fulfill all of their HR and talent management needs if implemented and deployed to meet their needs.  Just like many of the customers and community members that Knowledge Infusion works with, the question that comes up over and over again is, is this the product we should use since we already own it and are paying maintenance on it?   The answer - IT DEPENDS....on what you might ask?  Here are 5 key areas.

 

  • What kind of internal support the organization has for the software it already owns.  Deploying any software solution requires a great deal of support both from a HR functional standpoint as well as from a IT standpoint.  If the organization either DOES NOT have this skillset in-house or it continues a trend in IT that it will only focus on areas of the business in 2010 that give it a "competitive advantage"; this raises a big red flag as to whether a successful deployment can be had.

 

  • What functionality is already deployed within the HR function using "best of breed" software and is the function willing to replace its existing solutions with the solution from the ERP vendor.  This is a major question as it becomes necessary to look at what portions of a complete ERP HR solution will a company deploy,  If the answer is only Core HR since it is already outsourcing payroll, benefits and many other functions; is a full-blown ERP truly needed as a system of record?

 

  • What level of integration is needed between HR data and other applications within the enterprise.  While we aspouse the fact that HR should be a single source of the truth and data should not be "re-entered" anywhere else in the enterprise, in reality, this is a vision that not many enterprise IT organizations share with HR in todays world.  What are the true integration points?  Is a "integration" needed or will an "interface" suffice?  Are the systems we are looking to "integrate" to also run by the ERP vendor in house?  Each of these is important and has a weight when making this decision.

 

  • A simple answer from many is "we are already paying for this, so why would we not use what we already own?".  The fact of the matter is what you are paying for maintenance is likely only one-fifth to one-eighth of the total cost of ownership after deployment, change management and ongoing upgrade maintenance.  It very well might make sense to use what you "already own".  But you must understand that even though you already "own" the software, this cost is minimal compared to what it will take to implement, maintain and deploy the solution.

 

  • Is the vision of HR/Enterprise from the standpoint of reporting and analytics (Workforce Information Management) supported by the ERP application already owned?  Will we build all integrations back to the ERP HR solution?  Do we have a data warehouse in place that means we do not need to the ERP HR application to be a overall data store for all information?  Is there "pre-built" integration between the HR application and the other components fo the ERP that actually integrate the way you need them to in order to meet your reporting needs?

 

There are many areas that I did not discuss here such as overall usability, ongoing support to maintain the applications as well as the overall vendor vision and committment to the HR and talent management space.

 

What is most important to take away from this read is that the answer is NO, just because you own software does not mean it is the software you should deploy.  It very well might be the right fit, and in that case, great and you will more than likely be successful.  If it is not the right fit, and you go ahead with deployment anyway, you will find yourself spending a great deal of time, money and resources that will more than likely fail and result in some form of "re-implementation" in a very short timeframe.

 

These decisions have cost many their jobs over time.  Be sure to ask yourself these questions and more before making this large decision.

 

Another infusion of knowledge...

1770 Views 0 Comments Permalink Tags: integration, payroll, core_hr, best_of_breed, erp
Jason Averbook
1

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I had the opportunity last week to be a guest on The Bill Kutik Radio Show with my colleage at Knowledge Infusion, Jason Corsello.  As we are in the last week of 2009, I wanted to be sure to call your attention to the radio show as we had a great conversation about many of the things occuring in the industry today that will effect each of us in the HR and Talent Management technology space as we enter 2010.

 

A few of the topics that we discussed and some of the quotes that you will not want to miss:

 

  • Discussion on the future of jobs and if/when they will come back...."organizations will have to get used to the fact that many of the jobs lost will not be coming back and many will have to do more with less for years to come"

 

  • Discussion on Oracle Fusion and when/if will make impact in the HR technology space..."Oracle Fusion should already be making an impact for all Oracle and PeopleSoft customers as one of the leading middleware products in the world.  Too many organizations are caught up in the application aspect of Fusion and not thinking of the integration advantages available to them"

 

  • Discussion on Software as a Service vendors and how they are impacting the HR technology market..."There is no doubt that Software as a Service has arrived as a delivery model for HR and Talent Management technology; unfortunately, most vendors are delivering Saa and not delivering the Service along with this revolutionary delivery model"

 

On behalf of the entire HR and Talent Management community, I want to thank Bill Kutik for his great work over the last two years delivering 45 great pieces of content in the form of the radio show to the marketplace.  We look forward to many additional shows into the future.

 

Click here to listen...

 

The Bill Kutik Radio Show

 

Another infusion of knowledge...

1370 Views 1 Comments Permalink Tags: jason_corsello, bill_kutik, radio_show
Jason Averbook
0

This Week's Job Summit

Posted by Jason Averbook Nov 29, 2009

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I will be following closely this week's Job Summit that President Obama and team will be convening in Washington.  I believe that none of us realize the "current" jobs environment that this country is in and the impact that it will have on HR in the next 3-5 years.  A few ideas from the post that I find quite interesting this morning from a jammed Starbucks in Akron, Ohio:

 

This could be a historic event, but only if it is more than a one-time meeting and serves as the starting point for getting business, labor, and government leaders to work together to create good paying jobs.


This means that between 15 to 20% of the nation's human capital will remain unemployed, underemployed, or out of the labor force for the next three years--clearly an unacceptable outcome that will further delay and weaken economic recovery.

 

Implementing this new social contract will require business and labor to work together in ways they have been unwilling to do for many years. The sad reality is that they have been locked in an ideological stalemate over the legitimacy of unions and over how to fix and modernize a failed and outdated labor law. The President needs to use this historic opportunity to break this impasse and launch an era of productive and innovative labor management relations needed to foster and sustain the new pact.

 

If it is a first step rather than a one-time event, the Jobs Summit will be recorded as a historic achievement--the day a new social contract was put in place for workers and families to share in the economic recovery they help produce and the day the foundation was laid for creating good sustainable jobs and 21st century labor management relationships.

 

This is a major event (hopefully) that all should be paying attention to in our space this week.  It has major ramifications to the HR industry and HR technology/talent management landscape for years to come.  As Knowledge Infusion continues to work with clients to build out strategies for "today's" new normal and "today's" economy, this is an important topic that must be enveloped within each strategy.

 

Click here to read complete blog post by Thomas Kochan - a great post.

 

Your thoughts?

 

Another infusion of knowledge...

1139 Views 0 Comments Permalink Tags: 2010, hr_strategy, jobs, jobs_summit
Jason Averbook
1

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This is a question that I get asked in my role as CEO of Knowledge Infusion often from many HR leaders around the world.  The role of the CIO and the role of the EVP/CHRO of HR are interesting ones indeed and in many organizations, the CIO still gets more respect than the leader responsible for the “most important asset” in an organization.  A few things that are important to think about related to this topic.

 

  • We are no longer in the era when the ERP solution MUST be the solution used for Human Resources and Talent Management
  • The role of the CIO is not one to create business requirements for the HR organization but to support the needs of the HR organization whose role is to align to the business function
  • The role of the CIO is not one that should dictate what solutions get used, but working together with the HR leadership, determine what is the best fit for the organization as a whole

 

One of the things that I see very often is an attitude from the CIO that he/she knows more about what is needed for the HR/Talent Management needs in the organization then the leader of the HR function.  A few things to remember:

 

  • Most of the time, the CIO DOES NOT want to support the HR function.  Today’s leading CIO’s will tell you that they want to support areas of the business that are “specific” to the business and that give the business a “clear, competitive advantage”.  This includes systems that are most of the time industry specific such as retail, healthcare, manufacturing, insurance, etc
  • Many CIO’s hear that the HR solution from an ERP vendor is “integrated” and therefore HR has everything it needs.  What the CIO DOES NOT understand is that his/her HR organization is not equipped to change their function to one that is dictated by the software, but has been doing things to keep the lights on for years and wants to continue to operate in this manner
  • Many CIO’s believe that “best of breed” solutions are NOT NECESSARY for the HR function and that the ERP solution has everything they need.  It is important to keep in mind that just because an ERP solution “has” functionality somewhere in its being, that HR may not be able to deploy it for many reasons including versioning, support, dependencies on “mission critical” functions such as payroll to upgrade, etc
  • HR continues to need to prove and work with the CIO to show that “on-premise” software isn’t necessarily the answer in many cases and the support they need is not custom development, but how to connect multiple systems together using “today’s” middleware

 

It is my belief that the future CIO will continue to build his/her organization with a series of standards and tools such as portals, middleware and business intelligence tools that will allow business leaders to use the software and tools that they feel are best suited to achieve the goals and objectives they have in the organization.  The role of the CIO continues to be less and less about choosing software and more and more about supporting the enterprise needs of the business.

 

A few of the things that the CIO must be involved in as HR thinks about software selection is:

  • Security
  • Integration to other enterprise solutions
  • Integration to portal
  • Integration to data warehouse
  • Underlying technology in use
  • How the technology fits into enterprise IT strategy
  • Support required for technology

 

What are your thoughts?  What role do you see the CIO playing in the future?

 

HR and the IT function must work together.  If HR goes off and buys software without the CIO, major problems WILL occur.  If the CIO selects software, major pushback can occur causing a failed deployment.  Collaboration and overall alignment is crucial and one of the most important pieces of a HR software selection.

 

Another infusion of knowledge…

1871 Views 1 Comments Permalink Tags: hr, best_of_breed, cio, erp
Jason Averbook
0

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As part of the Knowledge Infusion Volunteers and Knowledge Infusion Foundation, this weekend we are finishing off our first year with our flagship philanthropy event in Monterey, California.  A large portion of the company along with many customers, family members and friends will gear up on Sunday to run the Big Sur Half Marathon, http://www.bigsurhalfmarathon.org/site4.aspx.  We have been planning and training for this event most of the year and are thrilled at both the participation and the good wishes from so many.

 

The Marine Toys for Tots Foundation main objective is to help less fortunate children throughout the United States experience the joy of the Holidays; to play an active role in the development of one of our nation’s most valuable resources – our children; to unite all members of local communities in a common cause for three months each year during the annual toy collection and distribution campaign; and to contribute to better communities in the future.

 

Based on the large number of children in the Knowledge Infusion family and our dedication to making the world a better place as an organization, we specifically chose this Foundation so that kids less fortunate than those in our families could enjoy the end to what has been a crazy 2009.

 

I want to personally thank the following HR and Talent Management technology vendors for their contributions to our effort.  Because of organizations like yours, working together, we will make a difference during this tough upcoming holiday season.

 

  • Starr Tincup
  • Rypple
  • Workday
  • SPECTRUM HR Systems
  • Talent Function Group
  • Pinstripe Talent
  • ThinkTalent
  • HireRight
  • Peopleserv
  • Authoria
  • HumanConcepts
  • Taleo
  • iCIMS
  • The Devon Group

 

We have also had many personal donations from families, friends and individuals from some clients such as Target, Dell, Scripps and Orangeseed Design.  The combination of vendors and these personal donations make me proud to work in the industry and with the people that I do. Thank you!

 

We have 3 days until the race in Monterey.  I would love to be able to add another 10 vendor names to this list as we strive to achieve $10,000 in donations for this great foundation.  If you get a chance, please visit http://www.firstgiving.com/kibigsur to make your donation.  I will continue to update this list of vendors as more donations come in for this weekend.  Please do what you can to support this effort even if just a few dollars.

 

Jason Corsello from Knowledge Infusion has been our leader in our philanthropic efforts during 2009 and to the entire HR and Talent Management community, I want to personally thank him for his efforts.

 

Thank you for your support, words of encouragement, and most of all working together as a community towards an amazing cause.

 

Another infusion of knowledge…

1247 Views 0 Comments Permalink Tags: big_sur, charity, ki_foundation
Jason Averbook
5

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One of the most important things that apply in all aspects of life and business is the quality of integrity.  While I continue to learn each day the importance of integrity and how to both teach and share the importance of integrity, nothing can be more rewarding than when a customer defends your integrity.

 

One of the most important and oftentimes overlooked aspects of our space is the quality of integrity when working with a consulting organization.  There are many consulting organizations in the HR and talent management technology space that deploy a “pay to play” model; meaning if the consultancy helps get a vendor selected, the consultancy will either get a referral fee and/or the implementation business tied to that project.  This is one of the major reasons that so many enterprises end up choosing the wrong software solution based on their true needs.

 

Today, a Knowledge Infusion client took the time to write a note to a vendor in the HR technology space stating the fact that the Knowledge Infusion approach is one that has been completely fair to all vendors, completely transparent to all vendors, and the reason that this particular organization chose Knowledge Infusion to work with.

 

There is nothing more rewarding as a CEO of an organization than to see a customer defend your practices and stick up for the qualities and beliefs that drive your business each day.  To all of our customers and prospective customers, thank you for seeing the value in our approach.  To all vendors that support our approach, thank you and to those that have not seen the value yet, I sincerely hope that you realize we will always do what is in the best interest for the client and marketplace each and every time we work with you.

 

A few things that can happen to your organization if you are not guided during a software selection by a vendor that has no “interest” in your specific technology deployment include:

 

  • A lesser degree of negotiation power as what you would normally save by negotiation has been paid to a consultancy as a “referral” fee
  • An implementation cost could be higher than what you would pay normally based on the markups added by the software vendor and the consultancy
  • An overall “tainted” evaluation process that leads often times to a software selection that is truly not the “best fit” for your enterprise

 

I am very proud that Knowledge Infusion has always stood behind its ethics and approach to helping organizations choose the right technology for their organization.  While on any given day, there are vendors that are mad and frustrated by our process, at the end of the game – to know we have done the right thing each and every time and helped change the industry to one that truly leverages HR technology to drive business results and position organizations to be agile enough to support business change each day.

 

Another infusion of knowledge…

2806 Views 5 Comments Permalink Tags: vendor_evaluation, knowledge_infusion, integrity
Jason Averbook
2

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After a long week of meeting with many clients from Texas to Florida to California, I wanted to take a minute to make a quick post on something that has come up four times this week while working with Knowledge Infusion clients.

 

Whether you are using your ERP software for Talent Management transactions or you have chosen what I like to call a “best of need” solution to serve these needs, your Core HR solution MUST play a role in what will be deemed a successful Talent Management program deployment.  You may ask, if I choose a “best of need” solution, who cares about the ERP or the Core HR, here is why you must care:

 

  • Your Talent Management solutions will leverage the Core HR database for items such as organizational structure, job codes, and other HR foundational elements.  A large mistake many make is duplicating these items by entering them into the “best of need” solution and creating large data integrity issues.
  • Your Core HR database is more than likely a more complete source to generate reports from combining general “people” data with Talent Management data.  Do not continue to try to “bypass” the Core HR and hope to have a central data repository unless you are ready to spend big bucks on a data warehouse.
  • Your Core HR solution is the major artery that connects your talent acquisition process to all internal talent management functions within the enterprise.  If you do not send complete data from your talent acquisition tools to your Core HR, you will be left with incomplete data downstream without question and left with the inability to create reports.

 

Do not get stuck letting a vendor or consultant try to “jam” in a solution without looking holistically at how to combine your Core HR solution with what you are looking to do from a talent management standpoint.

 

Another infusion of knowledge…

1758 Views 2 Comments Permalink Tags: talent_management, core_hr
Jason Averbook
0

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I have been amazed at how our 2010 HR/Talent Management Planning Workshops have been received by the marketplace.  While the economy is certainly having it's effect on how organizations are spending money on software in 2009, if our activity is any indication, 2010 is going to be a good year for the space.  I wanted to take a second to talk specifically about how organizations to this point are utilizing this service.

 

While I am using vendor names specifically, you can substitute any vendor name here and our services not only provide you a huge ROI but at the same time give you piece of mind entering 2010.

 

  • Should we look at switching to Workday from PeopleSoft for our HRMS in 2010?  If so, what should we be budgeting for the transition?
  • Our contract with Vurv/Taleo is coming to completion, should we stick with Taleo or plan to look at something else?
  • The new version of Lawson is quite impressive when it comes to Talent Management, should that be our solution?
  • We are required by Oracle to upgrade to the next version, when should we plan the upgrade and how should we leverage new functionality?
  • We know that SuccessFactors is coming out with a Talent Acquisition product, should we plan to deploy it in 2010?
  • We are being asked to focus on only VALUE ADD activities for our budget in 2010, how do I prove value with what I intend to pursue in 2010?

 

These are a few of the questions that have been asked and that we are actively addressing as part of our 2010 Planning Workshops.  The format of the workshops is meant to provide quick, high value to our clients at a low price point as to ensure a valid plan for the upcoming budget process without spending a ton of money getting there.

 

Knowledge Infusion is proud to offer this unique service to the HR and Talent Management community.  All of our clients that have gone through the process have said the value is tremendous compared to the price, and we plan to continue to offer these workshops through the end of the year.

 

If you would like more information click HERE or if you are just curious about what to be planning for in the upcoming year, drop me a note at jason.averbook@knowledgeinfusion.com

 

Another infusion of knowledge...

1999 Views 0 Comments Permalink Tags: 2010, planning
Jason Averbook
0

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Some good news for the HR technology and Talent Management technology vendors in the space based on informal poll.

 

A few things to remember:

  • Don't go out blindly, be prepared with new business processes before speaking with vendors
  • Try to bundle purchases into "suite" type approaches compared to single, siloed solutions
  • Look for true "business" value adds and roll out functionality immediately instead of waiting till the end and doing "big bang"
  • Focus, Focus, Focus on both efficiency and effectiveness - big overall trend in 2010 as recovery begins
    • Another infusion of knowledge...poll spending a.png
2250 Views 0 Comments Permalink Tags: spending, 2009, poll
Jason Averbook
0

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A Knowledge Infusion client asked me a question last night and I thought I would get the communities thought on the question.

 

Do you think that Oracle HR Fusion will transform the HR technology space over the next two years?

 

Respond to poll below

 

 

Another infusion of knowledge...

 

Link to poll

1702 Views 0 Comments Permalink Tags: poll
Jason Averbook
0

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Click below to get a list of this week’s webinars from KI.

 

These are a compilation of Human Resource, Talent Management, Staffing and Recruiting as well as Best Practices around Change Management (or Deployment Excellence) as we call it.

 

As it continues to be difficult to travel to events, these are a great opportunity to learn and discover areas to take immediate action.

 

We hope you enjoy and look forward to your comments and feedback.

 

Another infusion of knowledge…

 

Don't Miss This Week's Webinars!

1457 Views 0 Comments Permalink Tags: webinars
Jason Averbook
2

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This is a question that I get on a daily basis including last night on the plane by a very influential CEO from outside of the space.

 

Would love to hear your thoughts and comments below?

 

Who do you think and why in the Fortune 1000 space...Did I miss someone who you think will take the crown?

 

To all vendors...these are in no particular order

 

Oracle/Oracle

Oracle/PeopleSoft

Workday

Ultimate Software

Ceridian

ADP

Lawson

SAP

NuView

Spectrum HR

SuccessFactors (if you think they will have one)

Taleo (if you think they will have one)

 

Look forward to seeing your thoughts.

 

Another infusion of knowledge...

2369 Views 2 Comments Permalink Tags: core_hr, poll
Jason Averbook
0

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I thought I would make the newsletter available in the blog for those of you that do not receive.   Our monthly newsletter is received by a tremendous amount of people each month, and wanted to cross polinate the blog with the newsletter. ENJOY!

 

Opening Letter…

 

The industry is all a Twitter. If you've noticed fewer postings on our blogs recently, it's because we are doing more postings on Twitter. Twitter allows more frequent, relevant content to keep the community informed of the latest and greatest we are seeing every day.

 

I encourage all of you sign-up, get an account, and at the very least understand what the technology is, and what you can do with it.


Here are 3 easy steps to get you started:

1) Go to www.twitter.com and create an account

2) Follow me @jasonaverbook

3) Log into Twitter on a daily basis to see the discussions, or download an app that feeds your twitter activity directly to your email.

 

Once you see how the interactions work, don't be afraid to post your own comments, and start following more people.

 

I look forward to seeing you on Twitter. Of course, you can always reach me via email too.

Jason Averbook
Chief Executive Officer
Knowledge Infusion

Knowledge Infusion Social Media Links


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Join Us LIVE at Spring Events…

 

Mark your calendar for upcoming regional events that won't break your travel budgets:

Taleo Roadshow: Making Every Head Count
Boston June 2, 2009
New York June 4, 2009

 

SuccessFactors SuccessConnect
San Francisco June 8 - 9, 2009
Chicago June 15-16, 2009


StepStone: HR's Time to Shine Seminar Series  New York City  June 11, 2009


Oracle HCM Users Group (OHUG)
Las Vegas June 14 - 18, 2009

 

Authoria Talent Management Breakfast
Chicago  June 18, 2009

 

Visit our website for a complete list of events.

Web events…

 

HR: It's Time to Optimize!

 

The last webinar in our Optimization KnowledgeCast Series is June 4, 2009
One registration will give you access to the last event, plus all the replays now posted on the Knowledge Infusion Center of Excellence.

June 4th we'll be discussing the importance of Deployment Excellence--the change management and internal marketing efforts to ensure adoption of your technology.  Register now

 

Other Upcoming Web Events

Opportunity Amid the Chaos, presented with StepStone Solutions
June 3, 2009  


Future of Recruiting and Sourcing 2009,
presented through ERE.net
June 3, 2009

 

Maximizing HR Technology Investments, presented through IHRIM Pacific Southwest
June 10, 2009

 

Best Compensation Practices, presented with Authoria customer, Waste Management
June 11, 2009

I hope you find the newsletter helpful each month.   This is just a small portion of the information available in the newsletter.  To register, click here.

Another infusion of knowledge…

1678 Views 0 Comments Permalink Tags: knowledge_edge, may_2009
Jason Averbook
1

Great post from Mark Bennett over at TalentedApps related to Collaboration Tools.  Some great takeaways

  • When HR sells this into the organization, the focus on EFFECTIVE must be made.  Way too many tools are out there and there is growing concern about wasted time and at the same time, too many places for employees to go to collaborate.

 

  • Embedding collaboration “into a process” is crucial.  Just putting the tools out there alone will not “seal the deal” and more than likely, not gain you anything.

 

  • Measurement around the value of collaboration is key.  The concepts around Social Network Analysis will continue to be measures of HR and Talent Mangagement into the future equally or more than basic HR measures.

 

As part of Knowledge Infusion Digital HR practice, we talk about these and more in our methodology.  Great post Mark and a great read for all.

 

Another infusion of knowledge…

 

When More Isn’t Always Better « TalentedApps

 

Post your tips in the comments

2288 Views 1 Comments Permalink Tags: talentedapps, mark_bennett, social_networking_networking
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Jason Averbook

Jason Averbook

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A blog by Jason Averbook, CEO of Knowledge Infusion

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