Thursday, 19 May 2011

Social Business Forum, Milan

 

Social Business Forum Milan  Then on Wednesday 8th June, I’ll be presenting on HR 2.0 at the Social Business Forum in Milan – Europe’s main enterprise 2.0 / social business event:

Over the past three years the International Forum on Enterprise 2.0 has been recognized as the main event on collaboration and cooperative business approaches in Europe. In 2011 the Social Business Forum will take this further by expanding the conversation to focus on the most critical organizational, economic and business challenges and opportunities social media in the business environment is creating for companies.

With the help of experts, international speakers and successful case studies, the event will show how a deeper engagement with an entire company’s ecosystem (employees, customers, partners and stakeholders), can revolutionize collaboration, marketing, services and innovation and thus provide a strategic lever for improving productivity, efficiency, responsiveness, and competitiveness.

The program will address collaboration, communication and innovation in the social media era with a strong focus on the following themes:

  • Evolution of organizational, leadership and management models
  • Definition of strategies which connect new ways of interaction enabled by social media
  • Increasing agility and flexibility by connecting customer communities and participative initiatives with employees
  • Engagement with and transformation of individuals into change agents
  • Socialization of customer management, innovation and product development processes
  • Sustainable approaches to the cultivation of communities and customer engagement
  • Frameworks for measuring the return on investment and the vitality of communities
  • Intranet evolution using collaborative tools
  • Tools and methodologies for the analysis of informal exchanges and collaborative networks
  • Improving the efficiency of knowledge work and knowledge sharing
  • Sharing best practices and success stories
  • The integration of social software within the flow of existing applications and practices

 

Among others on the stage the experiences of Nokia, Webank, Scottish Water, Toshiba and Fujitsu will be presented.

More than 25 speakers already confirmed including Sameer Patel, Keith Swenson, Stefan Lindegaard, Esteban Kolsky, Mark Tamis, Bertrand Duperrin, Andrew Gilboy, George Siemens, Mitch Lieberman, Craig Hepburn, Roberto Masiero, Fiorello Cortiana, Arrigo Andreoni, Massimo Paoli, Norman Lewis, Laurence Lock Lee, Emanuele Quintarelli, Emanuele Scotti, Rosario Sica and many others.

Register Now

 

Let me know if you’re going to be at the summit – it would be great to meet.  Or you can follow the tweets at #sbf11.

 

 

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Wednesday, 18 May 2011

Symposium Training: HR 2.0 (HR in the Social Media Age)

 

Symposium social  I’ve got quite a few social media oriented events coming up next month, including this training session on HR and social media on 7th June:

 

HR 2.0 (HR in the Social Media Age)

Social media or web 2.0 technologies have already had a profound effect on many peoples’ lives and are starting to make more impact within our organisations too.  However, this impact is not just down to new technology.  Technology has changed the way that people think (or possibly changing thinking has led to the development of new technology) and the new attitudes and behaviours arising from this is what is causing the most change.

The combination of new technology and new behaviours is leading to rapid changes in the way organisations work.  HR needs to understand and intervene within these changes, as they involve people at least as much as they do technology, and also because of the people challenges involved in managing change.

However, HR also needs to understand the changes which are starting to happen within the HR function too.  HR teams are also starting to use social technologies and more social or community based approaches to achieve HR objectives too.

Dates:

  • 7 June 2011 – London
  • 17 October 2011 – Birmingham

 

You can book here.

 

 

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Tuesday, 17 May 2011

What’s the HR Buzz?

 

    You may have received a new email from Keith Robinson (founder of Personnel Today) called HR Buzz.  This is an update on the best HR related content from the web and is provided in partnership with Connecting HR.  Apologies if you’ve received update this and you don’t want it (you are given the option to unsubscribe) but I hope you will as there’s plenty of good information in there – including

  • Connecting HR
  • Points of interest
  • HR talk
  • Social HR
  • Engagement
  • Learning in action
  • The workplace
  • Upcoming events
  • HR technology
  • HR debates to follow
  • The legal links
  • Management and leadership
  • Slideshows to share.

 

If you’ve not received the first update, you can request a subscription here.

 

 

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Friday, 6 May 2011

More unconference loviness

 

  Well, we did it again!  CHRU-2 was just as successful as CHRU-1, and just as lovey (not just lovely) as HRevolution.

So I’ve been been thinking further about the success of these events.  And I still think the ‘getting the presentations out of the way’ that I referred to in my last post is a big part of what’s going on.

But I’ve also been thinking that there is something else important that I missed out in my earlier post – the events’ success is also (in fact is mainly) about the people who attended them.  And this is partly about a lot of the people knowing each other before the event (even if many have only connected virtually but never met IRL before – and there is always something special in that first face-to-face connection).

But I think it is also just about the type of people who are using social media, which we used to promote the event – and their understanding of the value of social learning. This is important firstly because this is the direction of HR evolution.  And secondly because it means these people are more open to the potential of connection.  So you get these people together and you’re almost bound to have a great time.

For other un- and conferences copying our success, or organisations wanting to create the same passion and love between their employees there are maybe a few lessons to learn as well.

I suppose the first of these has to be about getting more employees using social media as this often opens a window on a new way of behaving.

But I also think there’s more too it than this.  The people who attended both HRevolution and CHRU use social media because they’re social people (as in people who understand the benefit of relationships, not just of socialising - though there was plenty of that going on too), they’re not social people because they use social media.

So the secret isn’t really about getting people to use social media, but getting people to understand how to be more social (again, in its relationship sense) – or just recruiting those who are.

For example Liz Gottung talked about recruiting from GE and other ‘best practice’ HR organisations. I think she’d do better looking at the people who gathered at the Georgia Tech in Atlanta and more recently in the Spring.  These to me are the people who are going to be driving the future of (a more social) HR.

 

 

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Thursday, 5 May 2011

CHRU - 2

 

Today was the second time we’ve run CHRU, Connecting HR’s Unconference.

Unlike last time, when I did a fair amount of the design, all of the shopping and most of the delivery, this time I chose to focus on participation, which made it a very different, but just as enjoyable, experience.

 

 

This was partly because I wanted to focus on the social connecting that the unconference is designed to be about.  And also because Connecting HR is designed to be a community, not just a series of events, and it won’t be that as long as these remain a Gareth and Jon show.

 

I’ll post more shortly, but will note that one of the things I really liked about it was our artist, Tim Caswell’s summary of the aura we’d created in the room:

 

 

I certainly felt it there.

 

Thanks so much to everyone who attended the event.  I love y’all:

  • Charlie Duff, Editor, HRzone.co.uk
    Twitter handle: charlie_elise
  • Ella Overshott, Fucntion Leader, CFS
  • Sara Wyke, HR Generalist, Looking for ...
    Twitter handle: @TeenyTinyBean
  • Ailsa Suttie, Group HR Director, The Panther Group
    Twitter handle: Ailsa Suttie
  • charlotte glynn, Head of People , JustGiving
  • Hilary Jeanes, Director, PurpleLine Consulting Limited
  • Andrea Martin, OH Manager, Health In Action
  • Sukhvinder Pabial, L&D Business Partner, LBi Ltd
    Twitter handle: @naturalgrump
  • Klothilde Ganzer, HR Consultant, Goodwille Ltd
    Twitter handle: @kganzer
  • Patsy Mills, HR Adviser, Wellcome Trust
  • Michael Silverman, Director, Silverman Research
    Twitter handle: mikepinions
  • Lynne Donaldson, Associate Consultant, LINK Associates International
    Twitter handle: lindonaldson
  • Will Cleare, HR Business Partner, figleaves.com
    Twitter handle: willcleare
  • Alexandra Protts, Team Leader, NPIA
  • Gavin Jones, Head of Immigration, Blake Lapthorn
    Twitter handle: #gpjoneslaw
  • Cathy Webster, Head of HR, GSM Association
  • Anthony Allinson, Head of Operations, Thomson Reuters (GRC)
    Twitter handle: @allinsona
  • Sara Gilmore, Conference Manager, CIPD Enterprises Ltd
  • Holly St Clair Moor, Conference Research Excutive, CIPD Enterprises Ltd
  • Alison Chisnell, Group HR Director, Informa Business Information
  • Steve Bridger, Builder of Bridges / Digital Communities Manager, Consultant / CIPD
    Blog: http://www.stevebridger.com
    Twitter handle: stevebridger
  • Katie Davis, HR Advisor, WhiteConcierge
    Twitter handle: HRHopeful
  • Beth Mayes, Writer, HKB Social
    Twitter handle: @kbmayes
  • Claire Walsh, Partner, Learning Consultancy Partnership
    Blog: http://lcp.org.uk/blog
    Twitter handle: clairewalshlcp
  • Flora Marriott, Learning & Development Manager, Yell Adworks
    Twitter handle: @FloraMarriott
  • Jonathan Wilson, Consultant, Humap UK
  • Helen Goss, Partner, Boyes Turner
    Twitter handle: twitter.com/boyesturner

 

 

 

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Tuesday, 3 May 2011

HR Blog Carnivals to read–and enter

 

Pre CHRU blog post  With CHRU just days away, we’re hosting a special pre-unconference blog carnival at connectinghr.org.  Do take a look.

 

The next HR carnival will be held at Upstart HR on May 18th and will be all about HRevolution.  Which of my posts from there do you think I should submit?

 

Then on May 25th, I’ll be hosting the next regular carnival here.  I did think about making this one all about CHRU, but since we have a smaller number of people attending this event than at HRevolution (though a bigger attendance in proportion to the size of our countries) and given that most people who normally participate in the carnivals are from the US, I don’t think that would work. 

But both events are ultimately about connection and I thought it’d be fun to focus on this.  So I’m going to be looking for blogs about or at least mentioning other bloggers (not the author of the post!) for my carnival.

If you want to submit a post you can do so by emailing me at info [at] strategic [dash] hcm [dot] com.

 

 

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Monday, 2 May 2011

Recruitment and Onboarding, Barcelona

 

  May already!  I’ve posted previously on some of the things I’ll be doing during May and June (see my posts in early April), but can now add this workshop in Barcelona in June to the list:

 

Recruitment & Onboarding Workshop

Recruitment is going through a major shift at the moment, responding to the already somewhat more positive economic environment and the renewed focus on the war for talent, but also in taking advantage of new opportunities and meeting new requirements for looking for the best candidates in different sources and using different approaches.

In the backdrop of this new changing environment, onboarding is more important than ever before. Realising that to achieve employee satisfaction, commitment and immediate productivity should start at the beginning of the recruitment process. Therefore, is vital to integrate onboarding within the Recruitment strategy and design a process to engage new employees within the organisation and develop them from the day one.

This workshop will review the major inputs to the shift in recruitment, using research, case examples, and the trainer’s and participants’ own experiences. This will include the role of employer branding, of direct sourcing to identify appropriate people rather than simply generate CVs, and the increasingly central role of new technology.

In addition, participants will consider the impacts of the shift on their own recruitment processes, recruiter capabilities and their recruitment functions, including those operating on a global or regional basis.

 

Dates: 16-17 June.

 

 

 

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Social Business webinar tomorrow

 

  My next webinar, looking at the development of the Social Business, will be held tomorrow, Tuesday 3rd May.

“The social business is often defined as one that uses social media or Enterprise 2.0 technology.  However, it's much more useful to define it by outcome rather than activity.  So Jon Ingham's definition of it is an organisation in which social relationships between employees and with others are valued and accumulated.  In this webinar, Jon will describe the range of tools, technologies and other activities - face-to-face and virtual, which are available to organisations to develop their peoples' relationships.”

 

You can book here.

 

 

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Sunday, 1 May 2011

More people focused language: equality

 

  As well as love, I’d already posted on my other blog about equality (another of Gary Hamel’s examples of a more people focused language).

Actually, the post was mainly about John Lewis, and the British royal wedding last week – no, not the shop’s chintzy plates, but the link between co-ownership and republicanism.  But equality was the fundamental point behind these things.

I think equality is another really important word / concept in organisations, and central to both love and trust.  I commented on social slights in my recent HR 2.0 webinar and linked this to the problems of high pay differentials and exclusive talent management models (it was interesting to listen to the streaming of Bersin’s Impact conference focusing on HR in a more borderless and social world last week and hear a presenter talk about pivotal talent as if nothing had changed – and I’m not sure how much it has – but I don’t think we should accept the continuance of pivotal individuals without some deep questioning).

 

I’d better first explain a bit more about what I mean.  Equality has been defined in many different ways in different times and situations, but probably the main two definitions are equality of treatment (which I’d suggest is a very ‘personnel’ oriented definition) and equality of outcome (which is more ‘human resource’ oriented – extending the market economy from outside business into the organisation too).

Well I don’t mean either of these.  To me, the most important aspect of equality is equality of relationship.  Simply about people treating each other fairly and appropriately.  As someone of equal worth.  (Which is why I see the UK’s monarchy as fundamentally unequal).

 

I did some work on equality (not that we called it that) when I was an HRD at Ernst & Young.  We implemented a number of changes to reduce the focus on grading and increase that on people, or at least on roles, to get teams working more effectively.

More recently I’ve worked with one organisation to combine SNA data which Josh Letourneau talked so powerfully about at HRevolution) with performance competency date to help demonstrate to managers the power of behaving in a more equal way.

 

Actually, equality is another reason why I think HRevolution worked so well, and why I expect similarly great things from ConnectingHR’s second unconference on Thursday.  You take hierarchy and inequality out of the way – and people just get on with being people – and love, trust – and performance – result.

 

More on the language of people:

 

 

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Love in HR (and at #HRevolution)

 

  I’ve posted previously about my intent to blog on each of the words Gary Hamel suggests distinguish the more people focused language and behaviour we need to encourage in our organisations (see this post on trust – including Hay’s Trust conference).

I had planned to start with some of the easier words such as equality, wisdom and justice, but there were a couple of things come up at HRevolution which made me think about love, so I’ve decided to start here.

So, for one thing, there was the general lovey-doveyness of the thing whole (nothing wrong with that) as in Trish’s tweet here.  But the real driver for this post was Paul Hebert’s session on incentives and recognition, as well as a general frustration in this and other sessions with a**holes.

Paul talked about the common problem in organisations where managers want to hold their best people back and suggested we need something more like love from our managers – a bit more like the way parents feel about our children – wanting the best for them rather than ensuring they don’t get paid more than the manager etc.

Somebody (I lost track of who, sorry) suggested a boss had explained to them that he did his job in the same way that he looked after his kids: ‘I love them and look after them’.  This took us into a not particularly valuable loop about parenting as an analogy for management – and a chance for Laurie Ruettimann to present her proposal for a loveless model where work is just a contract.

 

But I still think the original point was spot on.  I think we do need love in our organisations.  (And there are lots of other ways of loving people than in parenting of course - Trish’s love for her attendees is probably a more apt example.)  I do think we need more love in our organisations to make them into more compelling places to be.

I didn’t always think so – and remember challenging someone else about this on some site somewhere once.  But the more I’ve thought about it, and worked with organisations to bring about deep change, the more convinced I’ve become that we can’t ignore those things we think are important, even if they makes people cringe at first.

 

So how do we bring more love into our organisations?  Well, I don’t think moving towards more love needs to be that hard.  Paul’s group came up with the ides of a crappy manager policy, which whilst not stimulating real love would remove a lot of the present distaste.

But policies (even those emphasising what you do want rather than what you don’t) act a little like employee recognition as per Paul’s presentation (he suggested that recognition can generate slight changes in behaviour, like altering the course of a ball rolling downhill by a couple of degrees, but you need incentives to get bigger change / start the ball rolling in a different direction).  I think you need something bigger to get real love.

 

To an extent, I think the something bigger needs to be a culture which emphasises the importance of personal relationships for their own sake, rather than as things which need to be manipulated to do a job.  And I think creating this culture is partly about freeing people up to have more time for these relationships, as well as educating people about social intelligence (building on the points Kevin Grossman made about emotional intelligence) to help them appreciate the importance of these relationships – to them as well as the other people, and the organisation they’re working within.

 

Yet there’s got to be more to it than this as well.  The key enabler I think must be more of a sense of pitching in together.  Would Trish have felt the same sense of love for her attendees if she’d been organising a standard SHRM conference?  Actually, Trish probably would!, but I think the general sense of love-in would have been much reduced.

So the traditional family may have been the wrong metaphor for organisations, but perhaps the model of a commune could work (for at least some aspects of organisational life)?

 

So there you go.  I’m not sure I’ve got to the answer on this, and I knew it wouldn’t be an easy post to write.  But I do agree with Gary Hamel that love is something we should be thinking about – and working towards.

What about you?  Do you want to see more love in your organisation, and how would you go about creating it?

 

 

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