Typical challenges facing human resources executives include:
- Accessing, attracting, retaining and developing the best talent available
- Fostering workforce creativity and increasing speed/quality of decision making by shifting from a culture of knowledge hoarding to knowledge sharing
- Improving morale and job satisfaction, and reducing turnover by creating anytime, anywhere, “it just works” collaboration environments
- Integrating leadership development with emerging business opportunities.
In a Social Business, human resources departments receive applicant recommendations that are referenced by trusted networks, which are deemed more valuable than random CVs sent from an agency.
Once successful candidates accept an employment offer, but before they step foot in the office, they can take advantage of Social Business software and tools to read up on job descriptions, relevant processes and necessary training.
They can also introduce themselves to the team, find out about the extent of the company’s experience and learn whom they will be working with in their immediate or extended networks. This ultimately increases staff efficiency and productivity, enabling a new employee to hit the ground running on that all-important first day.
We are not as good at innovation as efficiency. The HR function should help to build an innovative culture, create forums, develop leaders and find ways to measure and reward innovation.
Veronica Rorsgard SVP, HR – Skanska
Furthermore, many of today’s graduates are primed for a Social Business environment. These digital natives may have spent their academic years using Facebook-type social technology and many consider email as a regressive form of communication.
When these people come into an organisation, they expect to be using Social Business networks rather than wasting valuable time in their email inbox. Therefore, a Social Business can help the HR department to attract and retain the best people, and increase productivity, by providing the technology that new starters need.
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