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Charlie Duff

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Editor, HRzone.co.uk

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Welcoming Web 2.0 to HR

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Steve Foster, strategic consultant at NorthgateArinso discusses the recent developments he has noted in organisations and how these can affect HR processes.

 
 

The rapid growth and acceptance of Amazon, iGoogle, Facebook and a variety of social media channels is opening the doors to a revolution in the way that business processes are delivered, with the latest business technology offering intuitive, seamless applications that mirror the simplicity and style of non-work applications.

This is largely a response to the new generation of informed, internet-savvy consumers bringing their demands and expectations into the workplace. Web 2.0 allows people to use web applications for interaction, information sharing and collaboration on the Internet, via social networking sites, blogs, mash-ups and video-sharing sites. For consumers, it means that information is available at any time, anywhere, setting an expectation that the workplace will be the same.

However, HR departments have generally been conservative about social media, often tending to limit access to social networking sites. Likewise, press coverage has tended to condemn social media for distracting employees and blaming it for plummeting work levels. History shows that most new technologies have been demonised in this way, because it has challenged accepted ways of working and potentially reduced managerial control.

As the line between business and personal technology becomes blurred, it creates a new set of expectations and potentially leads to more productive ways of working, offering many benefits. It is too late to stop this progression – the technology is already out there whether organisations like it or not and it may be counter-productive to restrict employees’ use. Perhaps the question asked by HR should now be: “How do we exploit social media’s appeal, and make use of these new tools?”

‘Consumerisation’ of HR
It’s easy to write off these applications as little more than a gimmick, but Web 2.0 is revolutionising the way that organisations work. In my view, there is a real opportunity for HR to become a hub between the internal workforce and the outside world, drawing on data from the employment market, potential new recruits, alumni, partners and suppliers.

Tech-savvy staff who are keen to use Web 2.0 technology really ought to be given the opportunity to explore new ways of working and provided with the tools to do so. People management, training and development, communications and change management are already being heavily influenced by developments in Web 2.0 technologies and there are clear advantages for HR in supporting these developments.

We know that Web 2.0 tools are already playing a role in many HR processes, with CVs posted online, collaborative online learning, threaded discussions, knowledge management and employee opinion tools (online surveys, for example). Innovative organisations are now successfully recruiting on platforms such as SecondLife and building communities to develop future talent pools.  Others are using tools such as Google Calendar as an alternative to the more formal shared calendars available through Outlook.

New tools are appearing fast – keep an eye out for Google Wave, a collaboration tool currently being beta tested that will allow employees to create their own communities and share documents and ideas; meanwhile, video conferencing tools such as Oovoo and Skype allow employees to talk to each other without the restrictions of corporate IT systems. 

Technology providers are also tapping into this consumerisation of HR and helping to redefine the traditional boundaries of what an HR system should include. For example, following the recent launch of NorthgateArinso’s ResourceLink Aurora, a web-enabled platform for HR and payroll, HR professionals can take full advantage of this new breed of consumer-driven solutions. Using integration and ‘mash-up’ tools, it’s possible to access information wherever and whenever it’s needed, creating efficiencies in processes and improving productivity. And this is just the beginning as HR and payroll technology continues to evolve. It’s not a time for HR to be sceptical about these changes, but to realise that with the right tools, HR can make a real difference to the rest of the business.

  •  What tools have you started using as an organisation? Have you moved to Google Calendar? What have you found works for you? Tell us below!
     

Steve Foster is strategic consultant at NorthgateArinso

2 Responses

  1. A moving landscape

    Hi Steve

    I’m just completing a research report for my Chartered IPD status on this very topic and am fascinated by the possibilities that Web 2.0 offers to HR.  Not surprisingly in a questionnaire I conducted with HR professionals in Northern Ireland, there is still both ignorance about how the technologies work and reluctance to embrace them for fear of losing control.

    I’m keen to continue to learn more about this area and will watch developments with interest!

    Jill Little

    Jill Little Consultancy

  2. We’re only just scratching the surface

    Interesting article. I agree with Steve’s comments about the potential impact of Web 2.0 technologies on HR processes but think the impact of cloud-computing generally could be far wider and deeper – changing the very nature of organisations. We’re likely to see a blurring in the traditional boundaries of an organisation as cross-company collaboration, outsourcing/ co-sourcing and flexible resourcing become easier and therefore more commonplace. All of which has signficant implications for HR strategy and policy. More on that here if it’s of interest.

    The impact of cloud/ web 2.0 is also likely to alter HR’s role. As it becomes easier to empower managers and employees by giving them direct access to relevant information and knowledge, HR’s traditional role as custodians of data and technical expertise becomes less relevant. The opportunity is for HR to have a more profound impact by focusing on creating the environment and frameworks that allow people to perform, develop, collaborate and innovate. Exciting stuff!

    — Phil Brown

    Managing Director


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Charlie Duff

Editor, HRzone.co.uk

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