Collaboration
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Diagramming Web 2.0 versus Enterprise 2.0
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I like pictures. CIPD published a paper that was honestly quite annoying, but contained a couple of little gems. I was annoyed because the paper was entitled Web 2.0 and HR, but it never got past defining what Web 2.0 and Enterprise 2.0 are and getting to the point of how all this is pertinent…
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The Stupidity of Crowds
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I have a lot of favorite bloggers. I think I’ve tipped my virtual hat over to Rob Millard quite often here, but I was going backwards in time reading some of his old posts and got to reflecting on an old post if his on the “stupidity of crowds.” We are, I am confident, soon…
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What Integration Means
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From an applications technology point of view, we’ve all known that integration simply means connecting data from one software component to another. Often we’ve used integration to mean that functional modules within a single suite (such as ERP – Oracle or SAP) don’t require interfaces. Other times, we’ll talk to point solution vendors and they…
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Gaming and Collaboration
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Gen Y. They sit at their PC’s, play their games, and avoid all real social contact. As they enter the workforce, their lack of social skills will be a mismatch to that of the broader workforce who value direct, one to one communications. Their poor verbal and presentation skills will make them less persuasive. So…
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Competencies and Collaboration Models
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Does HR participate in the identifying who is in a project team and who collaborates? All too often, project teams are identified by people knowing other people and thinking that skill sets exist. The problem with this is that collaboration models and the internal professional network can stagnate without necessarily new ideas or practices being…
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The Hype Around Facebook and HR
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I mean really, what’s the big deal? This is yet another social networking tool that has invaded our work spaces. First it was personal access to e-mails during work hours. Then it was dating sites. (I once worked with an organization that noted some administrative staff were spending as much as 30% of their time…
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Evil HR on Social Networking
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Evil HR being the well know Evil HR Lady of course. She and I share something in common – we work for prominent organizations, write a blog, and are anonymous about it. When it comes to social networking and the roles HR plays, there are 2 types of social networking to really consider – the…
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Social Media in the enterprise – best practice #4
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Speaking about a client who never got anything done, an associate of mine once told me, “they are too in love with the process.” TOC (the other systematic) stated in best practice #3 that governance is critical in the implementation and management of social medias in the enterprise. I have to agree. In fact, I’d…
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Collaboration is Innovation
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When it comes to innovation, the myth of the lone genius dies hard. Most companies continue to assume that innovation comes from that individual genius, or, at best, small, sequestered teams that vanish from sight and then return with big ideas. But the truth is most innovations are created through networks — groups of people…
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Social Media Best Practice #3
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As part of the other systematic’s (Systematic Viewpoints” series on social media: Best practice #3: Collaboration requires a balance of freedom and governance to thrive. ((Systematic Viewpoints, September 11, 2007. “Social media in the enterprise – best practice #3.”)) In the post, he uses a Sharepoint example where “employees had been given broad access to…
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The Toyota Way: Principle 9
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Grow leaders who thoroughly understand the work, live the philosophy, and teach it to others. A succession plan is nice. You in HR get to figure out how to grow your successors and shape their future. But if your current executives are engaged in the company, believe and act out the company philosophy, there is…
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How Social Networking Will End
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Colin Kingsbury wrote an interesting piece about the end of social networking (I’ve borrowed the title to his post as I’m getting much too lazy these days). He writes: Just to recap, Harry joined Facebook, and attempted to invite his entire list of contacts (all 4600 of them) to join him there. You’d think Facebook…
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Creating Effective Collaboration Networks
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If having the best talent is almost useless if you can’t get them to collaborate, then to some degree our mission in HR is assuring that we jump to the next step after we acquire and retain that talent. However, the technologies I’ve pointed to don’t really work yet for HR. Creating and mapping talent…
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The New Collaboration
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So much collaboration used to happen around “water cooler conversations.” These may have been informal lunches, chats in the halls, and even chats next to the water cooler in the lunch room. However, as the workforce increasingly works from home and scheduled conference calls limit the possibilities of impromptu meetings, the opportunities to collaborate are…
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How Talent Networks Increase Profits
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Getting the right people and retaining them is the start of building a great workforce. Engaging them to your brand is the next step. But the true work of optimizing the workforce is going to be in defining how the individual talents collect and relate to each other to produce value. Talent is the scarce…