tag:blogger.com,1999:blog-7686742259258701545.post1282745244265896231..comments2024-03-28T09:29:23.550+00:00Comments on Strategic Human Capital Management (HCM) Blog: Social brandingJon Inghamhttp://www.blogger.com/profile/05553537200734270043noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-7686742259258701545.post-47671631706452192662010-06-24T13:12:12.715+01:002010-06-24T13:12:12.715+01:00Jon,
I guess my quesion here would be if you assu...Jon,<br /><br />I guess my quesion here would be if you assume that SVP is important (which I think it is) then as an employer all you can do is create the environment that facilitates good social values. And if that is the case, then how does that differ from activities to support your EVP or employee engagement?<br /><br />Up next......a new model for measuring SVP?TheHRDhttp://www.myhellisotherpeople.comnoreply@blogger.comtag:blogger.com,1999:blog-7686742259258701545.post-48233923873145284812010-06-24T12:59:41.012+01:002010-06-24T12:59:41.012+01:00Jon, I think the wrok of Valdis Krebs is useful he...Jon, I think the wrok of Valdis Krebs is useful here http://www.orgnet.com/. Valdis looks at the'white space' on org charts ie what goes on between different people and departments. For example, you could take a look at who really has influence in a department or organisation. It might surprise those at the top of the org. I think your SVP concept is incredibly important.Martin Couzinshttps://www.blogger.com/profile/08848674144286057827noreply@blogger.com