Nike’s statement at HR Tech could redefine our industry
UncategorizedPublished October 3, 2009 at 7:23 pm 5 CommentsThe Talent Management Panel provided one statement by Nike’s John Schroeder that totally blew me away and made me wonder why in the world the other vendors in the room (with giant development budgets) didn’t jump up and run out to build the next generation of performance management software. Nike made a point that they should be using the social networking internally in order to manage the relationships and create a global enterprise – not seem so big. In the grander scale – what better way to be able to track what someone is actually doing, projects they are working on, and their job satisfaction than a social network. The next generation of employee’s and many of those in the current generation have been brought up around social networking. The annual 360 performance review will not be the standard in the future. It isn’t the process that is going to keep a generation of entrepreneurial minded people employed and engaged at your organization. The single statement made such an impact that I actually pulled out my laptop – wrote a full business plan and designed a new evolution of Performance Management software while I watched the rest of the session.
During the same session Bill Kutik raises the question about social media use. He says he is “sick to death” of its discussion in recruiting since it is a no brainer, slam dunk to do – how else are you using social media?
- Jay Smith from Target says to use social networking in Onboarding to find who is like you, skills like you, etc
- Andy Valenzuela from Dell says to use social networking for project management, mentorship – find/connect w/a mentor in the org, internal updates – tech details etc instead of sending hundreds of emails. Built in sharepoint environment and includes IM technology to really connect with them – see if they are online, at their desk, etc.
There are a lot of blogs on all the stuff around HR Tech – so I’m going to post on the sessions that really made a big impact on me…more to come…
Trying to imagine social networks replacing traditional corporate systems would require serious hallucinatory drugs…or collaboration between a group of people using social networks. Hmmm that would be us. ok. I’ll start
Trash the ATS. Prospects can profile themselves and see/match up to specific individuals in work groups based on affinity (where they graduated, professional association, user groups, etc.). Depending on the situation- (for example, a hiring manager who has filled all of the openings he or she is responsible for) an employee might place themselves behind a privacy filter. All openings would essentially be filled via conversations between employees and prospects…becoming candidates.
Trash the org chart. Who needs it when you can (as a person responsible for a series of visible goals that are openly attached to your profile) tag others to help and, if they accept the tag, it becomes visible on their profile. People could have multiple tags (depending on skills, knowledge and experience) that reflect authority, responsibility etc. Clicking on a project shows the relationships of all who are tagged.
Your turn
Good post Sarah, I know the Talent Management team over at Intuit have been building a similar system since early 2002 I believe. It started with a lowly wiki based water cooler application and has grown considerably from there. What can I say Michael McNeil is a genius with this stuff.
Great Post- I see a community of like minded people forming- and Gerry’s comment of “affinity” is the word…
During the Friday morning tweetup at the HR Technology conference, Naomi Bloom and I were speculating that the Oracle Fusion HCM apps will mostly likely embed Social Networking deep and wide into the application. It will be interesting to see if we are correct and if this functionality will help companies do the things you mention in this blog post.
Sarah.
Heck of a topic. We just had this debate inside my little company last week. Can’t use “traditional” methods to connect with people that don’t use traditional tools anymore.
FB, Twitter, etc. don’t work because they’re cool, new, or hip. They “work” because they’re effective and easy to use – whether you’re recruiting, sharing ideas, or catching up on old classmates.
I will share your post around …..
Good job.
Mike