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Global Human Capital Management

Communities: Powering-Up Your Human Capital in a Connected World

Online sales and the shared economy are eclipsing all other business models. They provide easy-to-find resources via human-centric P2P (peer-to-peer) service platforms that gain momentum across social channels.

Consumers want to interact, search and quickly find, and get information from their peers. The global community is their most trusted source. Businesses that fail to move toward this more decentralized, collaborative, transparent and socially propelled model are seeing a big drop in both profits and brand popularity.

How can companies power-up their human capital management in an ever more connected world?

DIGITAL TALENT COMMUNITIES: TOWARD A COMMUNITY-POWERED HR

The technology-propelled interconnectedness of people and resources has forever changed the face of business. It is now the online global community that determines product road maps, brand reputation, purchasing tendencies and industry trends.

MOVE FROM INTERNAL NETWORKS TO GLOBAL PLATFORMSSome HR departments have attempted to bring the collaborative social exchange model into their organizations by adopting internal social networks modeled after popular social platforms. Employees are encouraged to share organizational knowledge, best practices, and company wins.

THE ONLINE GLOBAL COMMUNITY NOW DETERMINES PRODUCT ROAD MAPS, BRAND REPUTATION, PURCHASING TENDENCIES AND INDUSTRY TRENDS.

COMMUNITY-DRIVEN HR CAN HELP COMPANIES MANAGE THEIR

ENTIRE TALENT SUPPLY CHAIN

This is a step in the right direction, but it does nothing to help the company leverage the power and popularity of social networks to achieve its global business objectives. Companies that want to develop strong communities across the entire talent supply chain must go further and implement fully community-driven HR.

A strong online community successfully generates awareness of your employer brands, drives sourcing and recruiting efforts, and helps your company build learning and development programs that satisfy existing employees and attract top new talent.

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5Global Human Capital Management

Employer brand popularity reduces cost-per-hire, turnover and overall global talent acquisition costs. Nearly all companies engage in some kind of employer branding initiatives. Some use social tools to simply gauge employer brand strength, while others invest millions to protect and advance their digital brand1.

LEVERAGE P2P PLATFORMS TO BUILD YOUR EMPLOYER BRAND

Managing the growing talent pool that grows from P2P platforms requires a mix of social and mobile recruiting and sourcing strategies that support the company’s unique global talent acquisition demands.

Talent communities help companies build relationships and engage large volumes of candidates in a low-cost and highly efficient way. Staff.com reports that 90% of companies now use LinkedIn to promote the company culture and generate a talent community.

While these platforms certainly make life easier for recruiters and can even, in some cases, reduce time-to-hire by up to 50%, they are just a starting point if the goal is a comprehensive, end-to-end talent acquisition strategy that enables global growth.

Successful recruiting requires technology that provides easy access to candidate data, the ability to track and automate parts of the hiring process, and wide visibility of current recruitment activities and potential future gaps.

Streamlined pre-employment, including background checking and candidate screening, is also essential. And with an ever-increasing volume of data coming in from all these sources, finding an end-to-end recruiting solution that covers all these functions is now absolutely business critical.

Brand reputation is now almost entirely dependent upon digital communities. A company’s standing in the global online employment marketplace can soar or sink during a single day as a result of peer-to-peer interaction.

COMMUNITY-DRIVEN TALENT SOURCING AND RECRUITING

SOCIAL PLATFORMS CAN REDUCE

TIME-TO-HIRE BY UP TO

50%

At the same time the criteria for judging an employer brand as attractive has become much more multi-dimensional, with the public evaluating companies for things like corporate social responsibility or their environmental record.

And new employee experience ranking tools enable employees from all departments to rank their employment experience, making it vital for the entire organization to contribute to the pre-servation and promotion of the company brand.

Since the work of promoting a company’s brand across digital channels – including monitoring of NPS and other metrics – involves tremendous effort to stay on top of, companies that want to get this right simply must involve their own untapped resource to succeed: their own people.

A company’s employees are its best and most trusted champions for its employer brand. Launching campaigns with employee incentives per lead or per new hire will go a long way toward circulating the company’s positive reputation across global channels.

A COMPANY’S EMPLOYEES ARE ITS BEST AND MOST

TRUSTED EMPLOYER BRAND CHAMPIONS

BRANDChampion

1 Employer Brand International Study, 2014.

Getting all these pieces in place requires the right combination of technology, a strong service element, and deep expertise in Human Capital Management.

A COMPREHENSIVE COMMUNITY-DRIVEN HCM SOLUTION

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Having an innovative, targeted and comprehensive employee Learning and Development (L&D) strategy in place will help you attract and retain top talent, maintain an engaged workforce and prepare employees for succession.

L&D THAT ALIGNS ORGANIZATIONAL NEEDS WITH EMPLOYEE DESIRES

2 Recruiting Trends, ADP Research Institute, August 2013.

Your company’s efforts at brand promotion and talent community development also pay off here, since new hires sourced from your company’s community will likely be highly motivated and arrive with solid insight into your organization.

In order to keep these new hires engaged and enable them to fulfill their performance potential, your company’s learning initiatives must match employees’ preferred learning methods and career aspirations.

Millennials – who are expected to comprise 75% of the global workforce by 20182– tend to prefer more personalized, interactive learning with online learning modules and learning tools that include support, coaching and mentoring.

Continued professional development and performance management initiatives should consider employee preferences, but also target areas of improvement that align with overall HR strategy and business needs.

Getting this equation right makes for a more engaged and satisfied workforce, which, in turn, has a positive impact on your company’s talent community. The result is a sustainable end-to-end talent management loop.

ADP provides HCM solutions that leverage digital communities to bring companies cost-efficient people-centered HR. ADP solutions leverage your people – your internal teams, digital communities and online talent pool – to propel your brand and improve the quality and morale of your workforce.

Metrics are integrated in the ADP HCM suite to help you understand and influence public sentiment about your brand so you can maintain a full pipeline of highly skilled and motivated candidates.

ADP also helps you pinpoint top talent internally and direct L&D programs, so your teams are

motivated by mobility opportunities and your company benefits from a more skilled and knowledgeable workforce year over year.

Your employees also enjoy fair, accurate and on time compensation with the help of ADP, and your company rests assured, knowing that global compliance and costs are under control.

ADP’s focus on your people is felt at every level of an organization. It directly affects your company’s online brand, overall performance, profits and ability to expand to everywhere in the world you want to do business.

GLOBAL HCM SOLUTIONS THAT HELP YOU ENGAGE, ENRICH AND

SUCCESSFULLY MANAGE YOUR MOST VITAL ASSET: YOUR PEOPLE.

BY 2018, 75% OF THE GLOBAL WORKFORCE WILL BE YOUNGER GEN MILLENNIALS WHO WANT

MORE PERSONALIZED, INTERACTIVE LEARNING

75%

ADP does not give legal advice as part of its services. This document provides general information regarding its subject matter and should not be construed as providing legal advice. This material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable law in your jurisdiction and consult experienced counsel for legal or tax advice.

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To learn more about how ADP can help you realize all the benefits of HCM, visit ADP.com