Today was a great day with a member of the KI client family in a series of discussions and education around the future of technology in the HR and talent management space. After leaving the day, I felt it was necessary to do a quick post and link as to how organizations are thinking about using Web 2.0 like technologies in the day to day world of HR.
An except from the blog posting linked to below:
How would you define Web 2.0, especially as the concept relates to technologies that might be adopted in an HR setting?
Web 2.0 is a term used to describe the tools that people are increasingly using to connect to one another and share opinions, insights, experiences, perspectives and more. The information that is shared can take many different forms, including text, images, audio, and video. This ‘user-generated content’ and the web sites that contain it are often grouped into the term “Social Computing” or Web 2.0 web sites. Popular social mediums include social networking web sites that allow two-way communication, message boards, as well as videocasts and podcasts, blogs, wikis, social search and tagging, and rss are connecting people and distributing information in new and efficient ways.
What sorts of solutions are now available to HR shops? How do these technologies differ from more traditional offerings?
Utilizing the web 2.0 principles of authenticity, collaboration and participation – solutions are being developed at a rapid pace to allow companies to easily incorporate real first hand stories into their career web site and within social networking groups such as those on facebook. As compared to more traditional offerings, web 2.0 is about communicating, not advertising. Creating, publishing and distributing authentic information about an organization creates opportunities and forums through which to directly connect with customers, employers, or talent. Utilizing these principles will introduce a level of transparency, authenticity, and credibility into how an employer is perceived. Building employee social networks or participating in social networking sites, such as LinkedIn and facebook, allow companies to communicate with customers and candidates where they already spend time online.
Knowledge Infusion firmly believes that every HR and Talent Management technology strategy today needs to have components of Web 2.0 technology embedded into that strategy. If HR does not take advantage of this opportunity, it will be forced upon them which will create something to be policed again vs. something to be used to create a strategic advantage with people.
Knowledge Infusion will continue 2008 by educating the HR and Talent Management community with success stories and ideas of how to use these new technologies in amazing new ways. As one leading analyst told me yesterday, "Wow, Knowledge Infusion is the leader in Talent Management technology consulting already and now clearly the leader in leveraging new technologies in the HR space." My response was simple, +*"For organizations to compete for talent in 2008, HR has to go to where the talent is, and that is online, real-time and collaborative."
Please feel free to share your stories below
Another infusion of knowledge...
Link to article
