ITWELCOME TO THE SOCIAL INTRANETHR WELCOME TO THE SOCIAL INTRANET

WORKERS companies OF THE WORLDWORKERS companies OF THE WORLD

Some businesses are reluctant to invest more time and others to spend more money on their legacy corporate intranets, what remains of a once-painstaking effort by HR to improve service delivery. Envisioned as a single online destination to meet workforce information, transaction and collaboration needs while delivering real-time business and talent intelligence to executives, first-generation intranets didn’t fail because they were a bad idea. These intranets failed because HR and IT didn’t create a compelling and valuable user experience.

Rather HR and IT solved their own needs. They made work easier for HR content providers, not consumers. They created a “site” to centrally manage information, content and access to tools

with the hope that employees and executives would visit and consume all that HR had created (or linked to),

then regularly return for more. But during this time, HR and IT failed to anticipate how

The reasons behind their decisions

are varied. quickly information would become stale, links would become outdated, and processes would change.

Growing dissatisfaction with corporate intranets led some businesses to revert to the inefficient process of employees directly contacting HR representatives—perpetuating HR’s administrator role and limiting HR opportunities to provide more strategic value to the business.

Other companies still maintain their intranets to access certain talent management functions or static workplace information (e.g., opening a job requisition, accessing a performance review system or looking up benefit plan details). However, first generation sites are doing little to decrease HR burdens and even less to increase the agility of the business.

Old Systems in a New WorldOld Systems in a New World

1

Today’s workforce is demanding a consumer-

grade experience—like they enjoy in their

personal lives—to access HR services, and

bring about new levels of

collaboration using social

and mobile tools in

the workplace.

the people have spokenthe people have spoken

2

3

the revolutionthe revolution

Since the inception of

corporate intranets, computing and personal

investment in information

technology has evolved.

With employees now bringing personal expectations of what is most engaging into the workplace, HR and IT are being asked to do more than ever before to drive value. HR responsibilities have grown from process support of key areas such as recruiting, performance management, compensation management, succession planning and learning to process support, plus functional/technology support and organizational/business support, requiring HR and IT to work harder, smarter and better together to both address and lead the transformation to greater business agility.

p

roc

ess support

collaborationTools

wikis

social networks

blogs

RSS Syndicator

Apps & Widgets

multi-media

social network analysis

employeeengagement

informallearning

customer engagement

improve time-to-

productivity

speed time-to-marketing

Groups & Forums

RECRUITING

PERFORMANCE MGMT

COMPENSATION MGMT

SUCCESSION PLANNING

LEARNING

RECRUITING

PERFORMANCE MGMT

COMPENSATION MGMT

SUCCESSION PLANNING

LEARNING

8

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rest of the Social Intranet Revolution