Linking HR with Enterprise 2.0?June 11th, 2008 |
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I was cruising around the Web today and thought I’d check out some Enterprise 2.0 blogs. Here’s some that looked pretty cool: Fast Forward Blog, Scott Gavin and Andrew McAfee.
Here’s the thing - none of them talked about HR as an Enterprise 2.0 application. But if you really think about, almost every component of an employee performance and talent management solution is actually social networking at its best.
For fun, I made a list:
Community: All company employees are members of a community that is specifically formed to manage employee performance and talent within the organization. The parameters for community interaction and data collection are set by the company and administered by the HR department.
Personal Portals: Each community member has access to their own portal of information and knowledge. Employees and managers can access profiles, performance journals, documents, goals, even photos if desired, all from one central location.
Blogs: Employee Performance journals act like a personal blog for an individual employee’s performance. This diary of performance milestones can be easily shared with managers, be augmented with entries from managers, and used as a resource for evaluations.
Goals and Linking: An employee and their manager have the ability to look at the broader highest level community or corporate goals, and link their individual objectives to them, providing increased visibility as to how their performance and efforts as an individual member, contribute to the broader overall performance of the organization.
Surveys/Wikis: 360 degree feedback allows a range of community members - from peers, managers and direct reports - to provide input into an employee’s performance appraisal. This wiki-like/survey capability is also a valuable tool to assist managers in making informed decisions about employee performance during a given review cycle.
Ongoing Collaboration: As noted, the ability to share and collaborate on a given employee’s performance comes via many capabilities – performance journals, self-review, multi-rater review, and management annotations etc. Each of these is made readily available to the manager reviewing an employee.
Community Growth: The performance information collected using the above tools forms a building block of growth for the organization. Management is able to use the performance intelligence to accurately and fairly pay for performance, appropriately allocating the compensation budget also via a collaborative toolset.
These broad Enterprise 2.0 features enable an organization to take employee performance reviews, compensation planning, succession planning and learning management beyond the automation aspect, and truly embark on a journey that ties employee performance and talent management to overall corporate performance.
What do you think – are there other ways that an employee performance and talent management system fits within Enterprise 2.0?
Tags: evaluations, HR, multi-rater feedback, pay for performance, succession planning, talent managementRelated posts
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