Presentation slides for the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013.

1. From Transactions to Engagement
Harnessing Social Tools to
Transform HR
#SHRM13 – Steve Boese

3. Presenter Info
• Steve Boese
• Co-Chair HR Technology Conference
• HR Exec Magazine Technology Editor
• HR Blogger
• Host of HR Happy Hour Show and
Podcast
• Contributor at Fistful of Talent
• BBQ Aficionado
• Your new best friend

5. Change is
happening faster
than ever –
technology,
workplaces, social
networks, and more

7. Workplace
technology now
tends to follow
consumer tech,
not the other way
around

9. They all started as consumer tools…

10. What does this mean
for HR technology, or
for that matter, HR?
<warning, lateral
thinking ahead>

11. One in Every 7 Humans on Earth
is an Active Facebook User*
- As of October 2012 Facebook had over 1 Billion active users.
One fifth of all time spent
online is spent on social
platforms (#1 online activity)
Why should you care?
* As of this date we are unsure of the social
networking habits of humans on other planets

12. Expectations and demands of HR
technology have changed

13. 50% of all workers will be required
to bring in their tablets and
smartphones to work by 2017 -
Gartner

14. The only chart you need to show when
justifying a mobile HR project

16. More is better than less

17. What is this „System of
Engagement‟ of which
you speak?
<warning, many words
to follow>

18. What are we talking about?
• Systems of Record
• Capture information about commercial transactions
• Financial – sales, costs, expenses, assets, depreciation
• Operational – orders, shipments, inventory, item and part
numbers
• Human Resources – payroll, salaries, benefits, hires, transfers,
fires
• Capture things that have already happened
• Mostly complete (not perfect)
• Measured by counting transaction volumes
• Tend not to offer much competitive advantage

19. What are we talking about?
• Systems of Engagement
• Focused more on communication, interaction, discovery
• Support social constructs of sharing, liking, rating, following,
thanking
• Used by multiple accessing technologies – web, smartphone,
tablet
• Can be used across all stakeholders – employees, vendors,
partners
• Unstructured information – video, blogs, comments, images
• Are real-time and emergent
• Can be user-defined, shaped, and controlled
• Can offer significant competitive advantage

22. When you only have a
hammer, everything
looks like a nail
<it‟s not (all) about the
technology>

23. Types of social technologies
Social Intranets
Communication
Project/Task
Document
creation/sharing
Social HR/Talent

24. Social Intranets
 An intranet where all
employees can
author content and
connect with each
other
 Common features
 Leading vendors
 Jive, Thoughtfarmer, IBM
Connections, Socialtext
 Good at
 Not so good at

25. Social Communication
 Specific functions that support multi-variate
communications
 Common features
 Chat, Forums, Blogs, Wikis
 Audio conferencing
 Video conferencing
 Leading vendors
 Yammer, Lync, Chatter, Google+,
 LinkedIn, Facebook, Twitter
 Good at
 Not so good at

26. Social Project/Task Management
 Tools designed to
incorporate social
constructs to traditional
tech
 Common features
 Visibility and open task
creation/status
 Discussion forums,
Project Blogs
 Shared milestones,
collaborative resource
planning
 Shared project calendar
 Leading vendors
 Asana, Basecamp,
Huddle, Wrike

27. Social Document Creation and Sharing
 Tools designed to enable collaboration
around documents and files
 Common features
 Public, group, and private
repositories, version control, co-
creation and editing, social sharing
and integration, advanced search,
tags, and filters, ‘follow’ documents
and topics discussions, comments,
ratings on documents
 Leading vendors
 Box, Evernote, Sharepoint, Dropbox

28. Social HR and Talent Management
 Software that enables ‘social’
approach to traditional HR
processes
 Common features
 Social learning, collaborative
goal setting, open feedback
loops, social recruiting, talent
profiles, crowdsourced rewards,
internal social networks
 Leading vendors
 SilkRoad, Cornerstone, Oracle,
Saba, SAP/SuccessFactors,
Achievers

30. What kinds of problems
are can these tools
help solve?
<five cents, please>

31. Connecting the enterprise
The break-even point for new hires
is 6.2 months..
Michael Watkins, “The First 90 Days”

32. Idea generation and innovation
In the areas in which we do
business, there are millions of
scientists, engineers and other
companies globally. Why not
collaborate with them?

33. Rewards and Recognition
Companies that scored in the top
20% for building a “recognition-
rich culture” actually had 31%
lower voluntary turnover rates.
Bersin by Deloitte research

34. Project and Task Completion
One difference between agile and
traditional development is that
the delivery time in agile is in
weeks rather than months.

35. Finding expertise
“If only HP knew what HP
knows, we would be
three times more
productive.“
Lew Platt, former CEO, HP

36. Mobile for HR and Talent
• Recruiting – Mobile Career sites, mobile talent
discovery, video interviewing and candidate
engagement
• Learning – Course content optimized for ‘as and when’
learning, democratized content creation, ‘bite-size’
learning
• Workforce Management – Time, expenses, schedules,
time off, real-time staffing alerts
• Directory – One touch access to formal organization
chart and informal expertise networks
• Connecting – Internal social feeds and content
aggregation. Kudos, likes, and recommendations
• Intelligence – Push notifications sent from smart HCM
systems
• ‘How can we deliver the right information
where, how, and when our employees want it?’

37. Becoming Systems of Engagement
Would your employees
use your systems if
you didn‟t force them
to?
- Steve Boese, the guy who is
speaking right now

39. Some examples of
what is working
<steal from here>

40. Engaging Tech for Wellness
Mid-size US-based manufacturer:
• Implemented a social, mobile, and fun
wellness program
• More rapid and frequent uptake
driven by simple, and clean UX of new
technology
• Achieved significantly higher
participation and engagement from
traditional programs
• Allows organizations to align, monitor,
change, and pivot with more flexibility
than ever before
• Helped drive a year/year benefits rate
hold for 2013

41. Recognize and Engage
Country office of a large global company:
• Implemented a social, mobile, and fun wellness
recognition program
• More rapid and frequent uptake driven by
simple, and clean UX of new technology
• Achieved significantly higher participation and
engagement from traditional programs
• Allows organizations to align, monitor, change,
and pivot with more flexibility than ever before
• Helped drive a significant change in culture,
engagement, and cement the ‘What we stand
for’ feeling

42. Getting 50 Blue Men Aligned
Distributed organization that needs to
innovate:
• Implemented a social, mobile, and fun wellness
recognition intranet program
• More rapid and frequent uptake driven by
simple, and clean UX of new technology
• Central repository for user-generated content,
shareable, tagged, and visible across all locations
• Additional expertise locator and micro-blogging
(like Twitter) capability allows talent to connect
with each other more easily than ever before
• Helped drive the ability to create, share, and
improve show ideas across the company

43. How these technologies empower HR
Through the following:
• Modern tools give HR leaders ability
to ‘own’ more of their tech
decisions
• More rapid and frequent uptake of
new innovation in technology
• More options and capability to
deploy on mobile devices,
incorporate social tools, and the
latest in UX design
• Allows organizations to grow, shrink,
change, and pivot with more
flexibility than ever before
• Ability to explore technologies with
services for social, gamification,
collaboration, storage, and more

45. Well, you really haven‟t
helped me solve
anything
<something about a journey of a thousand
miles starts with one step>

46. THINK ABOUT THIS: More on how
SOE can change the way HR works
• SPEED: Ideas move as fast as they can be created,
technology and infrastructure ceases becoming a
barrier or requirement
• INNOVATION: HR tech moves from ‘Saas’ to
‘Innovation as a service’, ‘Talent as a Service’
• PEOPLE: How they and you find, connect with, and
learn about talent. Internal versions of LinkedIn
endorsements, an internal Klout, and socially-powered
referrals
• PHYSICAL SPACE: These technologies even challenge
the importance and meaning of ‘real’ space – retail,
distribution, office, meetings
• CONNECTION: Data, people, signals, insight – all
become available to everyone in the organization

47. How do you get your HR
organization to think
about HR systems as
more than processing
transactions?
Deep thoughts time…

48. Where to get the info:
Presentation:
http://bit.ly/SHRM13-STEVE-SLIDES
Resource List:
http://bit.ly/SHRM13-STEVE-NOTES
Laker Bros GIF:
http://bit.ly/SHRM-LAKER-BROS

50. Don’t be a stranger…
steveboese@gmail.comno
steveboese.squarespace.com
HRTechConference.com
www.fistfuloftalent.com
Twitter: @SteveBoese
LinkedIn: http://www.linkedin.com/in/steveboese