When HR gets Social! August 20th, 2014 #TechHR14 The Panelists from IBM Talking points from #TechHR14 • Completely different set of Employee engagement strategies are required in the context of Social. Social capabilities enable use of advanced analytics to help HR make predictions and help business. • Social HR brings speed of decision making, meaningful engagement & fun at workplace! • HR becomes agile, leverages its collective intelligence, makes the organisation flatter; creates insights • Social HR allows the employees to be connected with management and contribute to effective policies and decisions. • HR needs to take the front seat in driving key business outcomes – Talent, Innovation, and Engagement being the core. • Future of HR be centric to social culture designed for engaging work environment built on trust & transparency • HR is fortunate. They have a great opportunity to impact business outcomes through Smarter Workforce. • HR needs to be the eyes and ears of business - people insights and people on-sight is what HR needs to ensure • Combitarian approach to apply workforce science, social & analytics insights will improve speed of talent decisions • Enable a smarter workforce driving smarter commerce in a smarter world - that's the future of HR • World is changing fast. If one is not active digitally as HR profession al then one will soon be a dinosaur. • Social HR contributes to integrated leadership development with emerging opportunities to prepare for the future ! • Enablement & autonomy are the two key imperatives of engaging employees of the Smarter Workforce. Need to track the employee pulse on a real time basis; relying on annual survey insufficient in the current context. • Meaningful engagement starts with finding the right fit between employee & organization • Progressive companies measure engagement. Decide to measure & work on opportunity areas. • Social is engaged ! engaged is collaboration ! Collaboration is data! Big data adds value - predictive, proactive ?YES! • Focus on individualization – be in on boarding, networking, learning or R&R • Technology can enhance employee experience by becoming intuitively designed & engagement centric • Seek feedback on continuous basis, identify what aspects of people strategy touch the employees and what values most to them. • Depends on target audience! Starts from bringing interactions on Social platform. Others like gamification, Badges; goodies etc. • Having enablers to help business put the right talent at the right place at the right time. • Enabling action oriented insights through effective analytics to improve HR decision systems • Today HR is fortunate to have many IT tools and other technologies available. Leverage them. • Social HR - Mobilize for speed and flexibility to rapidly respond to customer demands and changing market conditions What happens when HR gets Social? Q1 What does future hold for HR? Q5 On Technology and HR Are there any best practices for HR to create an engaged employee? Q2 Employee Experience - How can HR enhance this in organisations? Q3 Employee Experience - How can HR enhance this in organisations? Q4 Dilpreet Singh, Vice President – HR, (ISA) Anmol Nautiyal, Director, IBM Collaboration Solutions, India Software Lab Avneet Gupta Country Manager ICS (ISA) Shakun Khanna, Executive Consulting Leader Smarter Workforce (ISA) www.ibmsoftwareindia.com

When HR gets Social - Twitterchat report card

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Thank you for participating in the 'When HR gets Social' Twitterchat. Please find below a 'Report Card' summarising the discussions and insights from our esteemed panelists during the chat.

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Page 1: When HR gets Social - Twitterchat report card

When HR gets Social!August 20th, 2014

#TechHR14

The Panelists from IBM

Talking points from #TechHR14

• Completely di�erent set of Employee engagement strategies are required in the context of Social. Social capabilities enable use of advanced analytics to help HR make predictions and help business.

• Social HR brings speed of decision making, meaningful engagement & fun at workplace!

• HR becomes agile, leverages its collective intelligence, makes the organisation �atter; creates insights

• Social HR allows the employees to be connected with management and contribute to e�ective policies and decisions.

• HR needs to take the front seat in driving key business outcomes – Talent, Innovation, and Engagement being the core.

• Future of HR be centric to social culture designed for engaging work environment built on trust & transparency

• HR is fortunate. They have a great opportunity to impact business outcomes through Smarter Workforce.

• HR needs to be the eyes and ears of business - people insights and people on-sight is what HR needs to ensure

• Combitarian approach to apply workforce science, social & analytics insights will improve speed of talent decisions

• Enable a smarter workforce driving smarter commerce in a smarter world - that's the future of HR

• World is changing fast. If one is not active digitally as HR profession al then one will soon be a dinosaur.

• Social HR contributes to integrated leadership development with emerging opportunities to prepare for the future !

• Enablement & autonomy are the two key imperatives of engaging employees of the Smarter Workforce. Need to track the employee pulse on a real time basis; relying on annual survey insu�cient in the current context.

• Meaningful engagement starts with �nding the right �t between employee & organization

• Progressive companies measure engagement. Decide to measure & work on opportunity areas.

• Social is engaged ! engaged is collaboration ! Collaboration is data! Big data adds value - predictive, proactive ?YES!

• Focus on individualization – be in on boarding, networking, learning or R&R

• Technology can enhance employee experience by becoming intuitively designed & engagement centric

• Seek feedback on continuous basis, identify what aspects of people strategy touch the employees and what values most to them.

• Depends on target audience! Starts from bringing interactions on Social platform. Others like gami�cation, Badges; goodies etc.

• Having enablers to help business put the right talent at the right place at the right time.

• Enabling action oriented insights through e�ective analytics to improve HR decision systems

• Today HR is fortunate to have many IT tools and other technologies available. Leverage them.

• Social HR - Mobilize for speed and �exibility to rapidly respond to customer demands and changing market conditions

What happens when HR gets Social?Q1