Nov 5, 2014

Enterprise Social Networking - the focus on collaboration and driven by HR

So yesterday I gave a talk to 12 HR heads at Bangalore which was organized by Microsoft on my thoughts on enterprise social networking in organizations. I was surprised to discover that many HR leaders were looking at driving it for their organizations

Here are some points I made

  • Enterprise Social helps to make implicit knowledge explicit
  • Focusing on communities rather than networks is key
  • Sharing within the enterprise is a test of vulnerability - and is dependent on community management and organizational culture and ecosystem
  • Every organization will need to discover its own "use case" for enterprise networking
  • Only when employees discover that it helps them get their work done better and faster that its adoption will skyrocket - so key skill of community manager is to help employees discover that
  • Social recognition and adoption by leadership drives engagement and adoption
  • Organizations need to listen and "discover" their experts that they don't even know they have

My friend Sheel shared how Microsoft used Yammer internally to have difficult conversations and the culture was key to having open conversations. I was also fascinated to learn about how United Breweries HR team led by my friend Suvro had spearheaded Yammer adoption (75% of employees including blue collar workers are on Yammer)- take a look at the video below :)

United Breweries Limited: Brewing up enterprise social success from Yammer on Vimeo.

Update from Suvro: "what we do is that we publish on behalf of our associates (workmen) anything worthy of publishing....but from an access level, it is only for white collared ones"

Oct 29, 2014

On demergers -quoted in the Business Standard @bsindia

The folks at Business Standard did a story on demergers and asked me for an opinion on how organizations could do it better, some excerpts:

According to independent HR consultant Gautam Ghosh, "A corporate spin-off is not necessarily bad news for employees. The problem is that many organisations do not communicate a demerger strategy to their employees proactively. In fact, in my experience, even some MNCs, known otherwise for their professional management practices, fail to share a clear roadmap with their country or regional offices making the whole process painful and fraught with risks." Ghosh warns communication that is one-way is not good enough. "A company that runs a global business should consult the leaders of all the countries to assess the HR implications of tough business decisions. This will help them avoid bad press," adds Ghosh.

Oct 17, 2014

Some Twitter conversations on Social Media, Job Hunting and HR

Today was an interesting day - I was invited by Tech Mahindra to be a guest on their #TechMChat on Social HR. 
So here are some thoughts I shared and the questions I answered

Earlier in the day I also jumped into CareerBuilder's tweet on Social Media for job search. Some tweets are here:

Sep 28, 2014

Looking for my next gig

So after one and a half years with Philips in two roles I am ready for the next challenge. What can I do?

  • I can help HR teams leverage social technologies for employer branding, social recruiting, social recognition, internal communications and social learning
  • I can help HR technology vendors craft their marketing strategy, find partners and get to the right decision makers
  • I can connect vendors and clients to influencers in the media and social media world to make an impact
Interested in what I can offer? Email me at gautam dot ghosh at gmail dot com 

Twitter and Blogging for Learning & Development Leaders

Last week I was invited to present to a group of global learning leaders of a BPO/KPO firm on my Twitter and Blogging journey.

This is the presentation I made.

Looking forward to your feedback

Sep 1, 2014

Indian HR is ready for the Tech Revolution - thoughts from #TechHR14

Around 10 days ago I attended India's first ever Tech HR conference organized by People Matters in Gurgaon. I was privileged to be invited to speak at the unconference track in the event and host a Google Hangout with analysts Alan Lepofsky and Holger Mueller. It was also an opportunity to listen to industry leaders like Abhijit Bhaduri, Frank Ricciardi, Debjani Ghosh, Anand Pillai and Sameer Patel. I was also looking to catch up with innovative learning professionals and friends Kavi Arasu and Sunder Ramachandran.

Here's my takeaway:

  • HR Technology is simplifying. The large players are moving to the cloud from on-premise and HR's dependence on the IT function is reducing. Most of this tech even between solutions by different vendors is becoming easy to integrate.
  • HR leaders are increasingly seeing technology not with the earlier view of "eliminating inefficiencies" but understand that tech will transform HR and the workplace.
  • There was a lot of talk about big data and analytics - but I missed the sessions. However I believe that soon we will see a lot of different kinds of people working in HR, like data scientists. 
  • Employees will expect technology to be easy to use, intuitive and not go through a learning curve to use it, and for it to work across devices.
  • There are quite a few HR Tech startups in the Talent Acquisition and Employee Engagement space. Some that caught my eye were Jombay, Talent Auction. Now it is incumbent on HR leaders to try out such innovative Indian startups.
Do check out the PDF report put together by the People Matters team about the event. Also read Sameer Patel's perspective on difference between the HR conversation in India with the US. A post by Rakshita on my session.