From the category archives:
Some significant findings include:
Read the full story. And while you’re there be sure to check out the whitepaper on “Harness the Power of Internal Social Media.”
{ 63 comments }
Welcome to our Who’s Who list of companies who specialize in Social HR technology.
Are you in HR technology and wondering what options you have in software vendors? Or are you wondering what technology companies are transforming HR into more social functions? Then look no further. The list below has been collected from a couple of online sources as well as from our own research. The companies are listed in alphabetical order, but sortable by product solution. If you feel a company has been listed incorrectly or if you are a representative of the company and wish to modify your information, please contact us.
Solution categories:
| Company | Solution | Product | Mobile | Description |
|---|---|---|---|---|
| ADP | HCM Solution | Yes | Complete employee lifecycle solution enables an organization to consolidate HR technologies and services across its enterprise to achieve a lower cost, more compliant and more effective HR function. | |
| AgilePoint | People Management | AgileHR | Gives employees secure and instant access to their own employee data and corporate info. AgileHR is browser based and fully integrated with SharePoint and selected enterprise HCM Solution systems (such as SAP, PeopleSoft and Oracle) and surfaces employee information and services in an easy to use portal. |
{ 30 comments }
SHRM released its Future Insights Report on the Top Trends for HR according to SHRM’s HR Subject Matter panel. This report highlights key HR-related topics and trends, as seen by subject matter experts from SHRM’s Special Expertise Panels. These trends are a valuable resource for any HR professional interested in seeing what issues HR subject matter experts believe will have the biggest impact on the workplace today and in the years ahead.
The report is broken down into key categories for HR, with each area having about 10 top trends. The trends indicate a promising revolution to the traditional role of HR in the organization and how organizations interact with employees and HR’s important role in this change. Of note, however, is the distressing (but not all that surprising to read) insight that technology and social media are seen as becoming more of a negative influence on workplace civility, manners, company information, privacy, business writing and etiquette. And their use is seen as increasing opportunities and avenues for harassment.
The full report is available here.
Here are some highlights from other key categories:
Employee Engagement
{ 19 comments }
I have a friend who works in a call center here in Columbus, OH. She is someone who’s not only passionate about her job, but also about having a voice and affecting change to improve her teams’ functions. But her greatest challenges to feeling included in impacting / changing company processes are related to the working environment itself: with the exception of a half hour lunch and two 15-minute breaks, she must be on the phone all day long making conversation with other colleagues impossible, and 2) opportunities to express opinions with other team members or suggest changes are limited to monthly team meetings. Neither of which are conducive to driving a culture of social, human interaction.
It’s hard enough to drive culture and drive engagement in the standard corporate environment, but imagine what it must be like to drive interaction and engagement in an environment where employees are separated and siloed as a requirement of the job. Call centers have a workplace setting that differs greatly from those of corporate, so I’ve always appreciated the diligence of contact (call) center employees and have wondered how it’s possible to drive (and enable) engagement, interaction and productivity when the basic functions of the job requires employees to be connected to their phones and computers their entire work day. From my meager understanding of the contact center environment, performance metrics are based on call quality, length and ability to wrap the calls as quickly as possible within government or corporate regulations… and performance numbers are scrutinized on a daily basis.
{ 4 comments }
A long time ago, a former boss gave me some sound advice: Seek first to understand, Then to be understood.
Do you recognize it? I call it the Talking Stick rule, but some of you might recognize it as Habit 5 of the “7 Habits of Highly Effective People“.
I love the whole purpose of this phrase. To understand and to be understood. And what better mission for any internal communicator? It’s easy to go “through the motions” of listening, selectively hearing only “certain parts of the conversation or attentively focus on only the words being said, but miss the meaning entirely. So why does this happen? Because most people listen with the intent to reply, not to understand. You listen to yourself as you prepare in your mind what you are going to say, the questions you are going to ask, etc.” (Stephen R Covey, 7 Habits of Highly Effective People).
Likewise, in internal communications, business communicators tend to selectively hear their employees — and this is expressed through how we deliver and filter content based on business needs as opposed to employee needs.
Employees are feeling increasingly overloaded with information, which negatively affects their satisfaction with communication. Although employees report feeling informed about key business issues, they’re not sure how these issues relate to the work that they do every day.
It’s time to put the the talking stick back into the hands of your employees.
{ 34 comments }
Get smart with the Thesis WordPress Theme from DIYthemes.
