Roadmap to Enterprise 2.0: Impact of the Social Web on Talent Systems

Jun Cruzat Dimitri BoylanHR Systems Manager President & CEO

Housekeeping

‣Today’s webinar is scheduled for one hour

‣Please use the GoToWebinar toolbar to ask questions in the Q&A box

‣We’ll stop periodically to ask questions of the presenters

‣If you’re interested in receiving a copy of today’s presentation, please email mike@avature.net requesting a copy

Introductions

‣Jun Cruzat – HR Systems Manager, Pixar Animation Studios

‣Dimitri Boylan – Founder and CEO, Avature

‣MODERATOR – Michael Johnson, Director of Business Development, Avature

The Web 2.0 Trend - Observations

‣ Web 2.0 triggered a populist adoption of the Internet as a social tool – and a place to ‘hang out’

‣ In the public domain, software ‘wins’ by gaining wide acceptance through viral adoption

‣ And the value of the networks increase as more people adopt it

‣ Most software innovation is currently taking place in the public domain

‣ This software advancement has taken place outside of the hierarchical command & control environment of corporations

‣ While many corporations have embraced Web 2.0, most are not sure how to incorporate it into their infrastructure and leverage it as a business tool

Impact & Consequences

‣Social dimension of computing explodes

‣Amount of free public data explodes

‣Barriers between corporate systems and public systems get blurred

‣Corporate standards of usability fall behind public system standards

Beyond the Buzz Word

‣Rich user experience, egalitarian methods of collaboration, user participation, dynamic content, adaptive systems, metadata…

‣Data driven network effects – participants actions alter the experience of other participants

‣"models where masses of consumers, employees, suppliers, business partners, and even competitors co-create value in the absence of direct managerial control”

‣The continuing technical evolution of the browser.

‣The rejection of older technology as “no longer acceptable”.

Status Report

‣Facebook, Twitter, MySpace, etc. are the new models of building and maintaining social connections

‣LinkedIn is the new career portal

‣Blogs are the favored tool of self-expression

‣Sites like YouTube and Flickr have quickly become the de facto content management systems for the public domain

‣Wikis and forums are changing the way we collaborate

Web 2.0 Significantly Impacts Human Capital Management (HCM)

Career profiles of candidates and

employees expand from a simple resume or HRIS forms to an unstructured network of relationships, personal profiles, blogs, forum comments, and

endorsements. Social software challenges the

underpinning principals of modern social

industrial organization and the Enterprise

software that supported it.

A new generation with new standards for freedom of expression, freedom of

association, etc. join the work force.

Why You Should Care

‣ Like it or not, the 2.0 phenomenon is entering the workplace

‣ “ The generation entering the workforce is different. They are used to RSS, to feed readers, to Google, to iGoogle, to Netvibes, to Pipes, to relevance and ranking, to wild cards. And they won’t put up with our trashy way of doing things. Not even for money. So next time you look at a humongous monolithic system using arcane meaningless codes and chundering pages of tripe, start planning to replace it. That’s if you want to attract employees from the coming generations.”

- RJ Rangaswami - CIO of the Year by Waters Magazine in 2003, CIO Innovator of the Year by the European Technology Forum in 2004. One of technology's 50 most influential individuals in the silicon.com Agenda Setters poll in 2007.

Social Technographics Groups - Definitions

Source: Forrester’s NACTS Q4 2006 Devices & Access Online Survey

Adoption Trend by Forrester Research

The No Choice Option

‣The good news – CIO’s get it – or at least getting it is on their list of things to do.

‣The bad news is they may not really get it – because they may see Web 2.0 from a purely technical perspective.

‣Worse - they might say “we get it better than you because it’s technical anyway – you don’t understand asynchronous communication do you?”

‣Worst – your competition really does get it, and takes full advantage of it and you don’t.

What You Need to Know About E2.0

‣ Older software is becoming commoditized because it does not take advantage of the network (cloud)

‣ Competitive advantage will come from the use of systems that “harness network effects” of systems inside larger systems

‣ IT and the Business need to support each other, but you should recognize that IT may not be a leading player in the decision process anymore

‣ The real focus is on adaptable functionality within the network

‣ Good news is that Web 2.0 is not hard to understand

‣ The better news is that its social focus will make it easier to model real peoples behaviors inside the Enterprise

‣ The best news is that Enterprise 2.0 has a ‘light weight’ and flexible design, that will make it easy to model and re-model your implementation over time to optimize the use of the software as a tool

The Essence of 2.0

‣ The mechanistic world view of 20th Century industrial organization dominated the first 50 years of software development: the idea that the corporate world is a stable, closed system driven by repetitive tasks and known problems.

‣ The open ended, social, collaborative, flexible, bottom up process development oriented - less control and more individual freedom – less mechanistic – model is the fundamental underpinning of post-modern software

‣ Personality and Identity are the essence of Web 2.0, the essentials of Enterprise 2.0, and the Holy Grail of Talent Management 2.0

‣ Personalization is more than being able to select your screen colors! It’s being able to design and organize the data your way.

‣ And Personality is more than personalization – it’s knowing who the users are, what they are doing, and what they are thinking.

‣ The Rise of Culture in Applications

‣ Culture – a common definition - “pattern of basic assumptions - invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation”

Culture

1. Social

2. Fast

3. Personal

4. Connected

On the Road to 2.0 – take a look at live systems

‣ Wikis

‣ Rich Application Interface

‣ Journaling & Communication

‣ Meta-data Tags

‣ Live Search

‣ Web Forms

‣ Floating Navigation Bars

‣ Virtual API

Onboarding Wiki at Pixar

Onboarding Wiki at Pixar

Solving the onboarding issue with interns/residents (these are millennials)

Created using a wiki (google sites) by the university relations team (HR folks not a webmaster/IT)

Has wiki features (usable/no training needed, secure, auditable, with version control)

Quick implementation of version 1 (1 month)

Always improving and changing (iterative, perpetual beta)

Effectively solves the problem and continues to solve other problems as we discover them.

Recruiting CRM Application

Adaptive Systems

‣ Built using ‘Light Weight Programming Models’, they are more capable of changing based on environmental realities

‣ Unlike traditional enterprise software, which imposes structure prior to use, this generation of software encourage use prior to providing structure

‣ These systems are more likely to capture the collective intelligence of the user base

‣ They are less dependent on upfront analysis and implementation configurations

‣ They have a lower risk of obsolescence driven by ‘out of system’ workarounds

‣ A new generation of management will demand these types of systems

Talent Management 2.0

‣ The functionality is still not defined by the practitioners

‣ If the practitioners try to connect the dots from one code heavy legacy system to another: ATS to Payroll centric ERP, they will never get the system they want.

‣ Practitioners need systems that support their search for the functional ‘sweet spot’ of Talent Management

‣ ‘Plusing’ – Pixar’s Folksonomy – improvement through iteration – building upon the ‘things that work’

‣ Scale issue – how does a 50 person HR department communicate with a 10,000 person enterprise and build a culture – scale is what good software is most capable of

‣ Social centric systems that can be optimized through a series of iterative experiments in how people use computers to achieve business objectives

‣ and that scales easily across the whole organization

‣ Systems people want to use

Thank You

‣We’ll now take some questions. Please type questions into your GoToWebinar toolbar.

‣If we can’t get to your question today, we’ll do our best to answer it offline via email.

‣To receive a copy of today’s presentation, please email mike@avature.net