Source: Bring Your Own Service, Microsoft Press Release, May 27, 2013
Nearly half of employees report that social tools at work help increase their productivity, but more than 30 percent of companies underestimate the value of these tools and often restrict their use, according to new Microsoft research.
The survey asked 9,908 employees in 32 countries and found that 39 percent of them feel there isn’t enough collaboration in their workplaces, and 40 percent believe social tools help foster better teamwork. More surprisingly, 31 percent said they are willing to spend their own money to buy social tools. Read the full post >>
This article originally appeared: What Star Trek Can Teach Us About Enterprise Mobility, Citrix Online
Being on the Starship Enterprise was like being in the workplace of the future. In fact the Enterprise operated with the same challenges that enterprises face today. Everyone had lots of devices, needed access to lots of different apps and desktops from these devices, and the ability to share data and do this with complete security and control. On top of that, everyone wanted the ability to work at any time, from any device and from anywhere. The Enterprise was definitely the workplace of the future.
Let’s take a step back and actually put this into context. On your average Star Trek work day the following occurred: Read the full post >>
TalentKeepers just released its
2013 Talent Engagement and Retention Trends Survey Report which is now the largest and longest running study of its kind. This year’s research signals another shift in nearly every aspect of how organizations manage human resources is underway, and finally this time the shift is signaling a brighter outlook. This optimism shows up in a wide range of measures as organizations gain confidence and take a longer view in planning their talent strategies.
In all, it’s a great, comprehensive report and a valuable read for any human resources and employee engagement leader and practitioner.
What Was Learned
Viewed broadly, the trends are clear. For example, in the four year period from 2010 to 2013: Read the full post >>
Last year, Oracle President Mark Hurd outlined the ways that executives can use HR intelligence to help them make better business decisions, shape the future of their organizations and improve the bottom line.
He highlighted that talent management is one of the top three focus areas for CEOs, and explained how HR intelligence can help drive decisions to meet business objectives. Hurd urged HR leaders to use data to make fact-based decisions about hiring, talent management and succession to drive strategic growth. To win the race for talent, Hurd explained that organizations need powerful technology that provides fact-based valuable insight that is needed to proactively manage talent, drive strategic initiatives that promote innovation, and enhance business performance. Read the full post >>
Guest post by Ann Barrett, Director eRecruitment & Social Media Strategy at Sun Life Digital. You can find Ann via her Social Recruiting blog where she writes about social media and Human Resources. She can also be found on LinkedIn.
Facebook. Twitter. Google+. Pintrest, Instagram, LinkedIn. They all have become mainstream words we use in our everyday conversation. They have penetrated all forms of media including print, TV, radio, video and digital. It would almost seem strange not to hear or see those familiar icons.
For a long time, there seemed to be a perception that only younger people (under 25) were “on” social media. So why then are companies putting so much time, effort and money into using social media platforms for marketing, branding and engagement to a small segment of the population? Read the full post >>
In a post on ReadWriteEnterprise, guest author Vijay Dheap, Mobile Security Strategist at IBM, outlines how organizations can effectively implement a mobile risk management strategy. Below is an excerpt of the post, but for the full version please read: The Mobile Enterprise: 4 Steps To Keeping It Secure [Infographic]
Security is a balancing act, especially when it comes to emerging technologies that promise to unlock massive business potential. Each new wave of change requires an enterprise to adapt its security posture, or risk being left behind – or exposed to unmanaged risk.
Mobile is no different.
Given the dynamic nature of the mobile market (see mobile stats in the infographic below), it can be difficult for an enterprise to define a mobile risk management strategy. Organizational inertia alone can lead to increased risk. One approach is to concentrate on four focus areas of mobile security: Read the full post >>
This article has been co-authored with Wedge from Kilobox Communiqué; his original article forms the foundation of the thoughts presented.
The intranet often gets defined as an amorphous mass, or just as bad, as the home page and news archive. This seems obvious and clear if the internal communications team is charged with just “sending out information.”
‘Channel management’ seems to be an important yet glamour-lacking tactical responsibility for any internal communications team. A ‘channel audit’ is a regular requirement when a senior person joins the team; defining the capabilities, benefits, and reach of a channel and who is responsible for its use and maintenance is crucial to getting the best out of it. Read the full post >>
Following is an excerpt from The Ten Commandments of Bring Your Own Device (BYOD) by MaaS360. For the full list of “commandments” please visit the Maas360 site to download the entire guide.
Like any other IT project, policy must precede technology—yes, even in the cloud. To effectively leverage mobile device management (MDM) technology for employee owned devices, you still need to decide on policies. These policies affect more than just IT; they have implications for HR, legal, and security—any part of the business that uses mobile devices in the name of productivity.
Since all lines of business are affected by BYOD policy, it can’t be created in an IT vacuum. With the diverse needs of users, IT must ensure they are all part of policy creation. Read the full post >>
Disengagement is an evil villain… Recognition to the rescue!
Source: INFOGRAPHIC Recognition to the rescue! by Achievers
An evil villain is roaming our workplaces. Employees are fleeing in droves as this evil-doer pilfers profits and steal souls. Who is this masked marauder? Why, none other than the longtime foe of productive workplaces everywhere: DISENGAGEMENT. But never fear—a hero is waiting in the wings! Recognition is the super hero today’s workplaces need. Let us join forces and do battle, starting now!
Comic book villain or not, disengagement is a real threat. A Gallup study found disengagement costs $300 billion in lost productivity every year. That’s nearly eight thousand times more than actual bank robbers stole throughout the U.S. in 2011. Plus, 71% percent of Americans are not engaged in their current positions—and probably spending their days dreaming about robbing banks. (We don’t recommend it. It doesn’t pay as much as you think.) Read the full post >>
One of the most important steps to
putting social HR in it’s place is to take a look at the employee lifecycle and determining your best opportunities for integration within an HR portal. Doing so drives self-service, relevancy to employees’ every day work and the ability to interact and engage with employees. Effective social HR is more than just building online communities… it’s also about integration of backend data and enabling self-service — improving the way employees help themselves online.
Self service is a driving force in how companies now interact with customers: mobile apps, social technologies, etc. are all enablers of self service. It’s becoming, or has become rather, the norm. So it’s not a stretch to say this same methodology needs to be applied to how organizations interact with its employees. Check out this infographic by ZenDesk that explores why implementing more intelligent self-service technologies is important to business success. Read the full post >>
