Pam Ross
Social is collaborative by nature. Think about the productivity increases that can be realized with an internal social network where discussions are tagged and searchable, and documents are edited in real time rather than back and forth over email... huge ROE and ROI!
How can you help to write guidelines, educate your employees, or manage issues on social media if you don't understand it? Don't wait until there's a problem to deal with. Increase your digital IQ NOW!
As Businesses overall move to Social Business / Social Enterprise, HR needs to be seen as a relevant partner - current, timely, keeping up with industry, best practices etc.
Business leaders often forget the power of the data, and analytics side of social media - and how they can use that data to extricate trends, moods, pinpointed issues and opportunities.
Let people build strong internal networks, share/shocase their daily moments of greatness, organize themselves, form effective teams, find the talent they need right inside the company. Why should HR be in the middle (read bottleneck) for all these transactions? HR could instead, enable them.
Up-leveling HR technology has been the promise for some time, but it's time to act. Spoke co-founder and CTO Pratyus Patnaik shares three HR technology trends that will shape HR's "brand" in the next year.Over the last few years, we’ve seen an explosion of technology change the way that human resources and people teams operate. In fact, the HR Management market is expected to grow to $30 billion by 2025, representing a 10.4 percent CAGR.
