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CHRO Presentation in ColombiaTRANSCRIPT
©2011 IBM Corporation
IBM CHRO Study and Smart WorkDjalma Pinto de [email protected]@djalmabIBM Software Group
© 2011 IBM Corporation 2
Agenda for today
• The CHRO Study• CHRO Study Main Findings• Social Business• Use Cases of Social business into HR• Demo
© 2011 IBM Corporation 3
707 HR executive interviews
2010Working beyond Borders
Key Themes
Cultivating creative leaders Mobilizing for speed and flexibility Capitalizing on collective
intelligence
2008Adaptable Workforce
404 HR executive interviews
Key Themes
Developing an adaptable workforce
Closing the leadership gapCracking the code for talentDriving growth through workforce analytics
2005The Capability Within
320 HR executive interviews
Key Themes
The menace of maturityThe quest for talentRetaining key peopleMeasuring performance
The 2010 Global Chief Human Resource Officer (CHRO) Study builds on our insights and findings over the last five years
© 2011 IBM Corporation 4
The IBM CHRO Study
Conducted late 2010
Run aprox every 2 years
Interview with More than 700 HR Leaders
61 different Countries
Tried to obtain their main challenges and needs for the next 3 years
Part of the broader set of studies ( CIO, CEO, CMO,...)
Full Study Freely available for download ( From IBM Free ? )
Available in Spanish / English / Portuguese
http://www-935.ibm.com/services/c-suite/series-download.html
IBM uses the output of these studies to align our offering Portfolio to market needs
Extremely good insight from your peers
© 2011 IBM Corporation 5
Agenda for today
• CHRO Study Main Findings• Social Business• Use Cases of Social business into HR• Reference Cases• Demo
© 2011 IBM Corporation 6
What was the Output of the 2010 Study ?
Boardless World
Increase of communication among countries
Work is not a place anymore.Today, work can be easily performed across various cultures, geographies and time zones.
Latin American Companies going Multi National
distance and even language to create a global forum for the exchange of ideas and information.
Instrumented, interconnected, intelligent systems seamlessly link organizations from every part of the world.
But there are many limiting factors still in place
Emerging Markets -> Mature Markets
Innovation is the key for any recent success
Growth Opportunities
Speed is key
© 2011 IBM Corporation 7
3 Great Themes around 2010 CHRO Study
Cultivating creative leadersDesarrollando la siguiente generación de líderes para una fuerza laborar más global, flexible y diversa
Mobilizing for speed and FlexibilityRapidamente desarrollar y desplegar skills en la fuerza laboral para atender oportunidades emergentes
Capitalizing on collective intelligenceA través de colaboración y compartir conocimiento lograr conseguir eficiencia y generar un ambiente de innovación
© 2011 IBM Corporation 8
These Challenges Requires from HR Leaders
Cultivating creative leaders
CHROs need to focus on facilitating the development of energized leaders with a flair for thinking about opportunities and challenges in completely different ways.
These leaders must be able to provide direction to, as well as motivate, reward and drive results from an increasingly dispersed and diverse employee base.
Mobilizing for speed and flexibility
Companies must be willing to simplify processes and provide fast, adaptive workforce solutions to meet the requirements of a quickly changing marketplace.
A responsive human capital supply chain and the ability to fluidly allocate resources are essential for competitive differentiation in today’s tumultuous environment.
Capitalizing on collective intelligence
Tapping into a broad base of institutional knowledge is critical to developing and maintaining an innovative culture. Enterprises must adapt innovations, apply them across their organizations and find new ways to connect people to each other and to information, both internally and externally.
© 2011 IBM Corporation 9
Some comments from your peers
© 2011 IBM Corporation 10
Agenda for today
• Social Business• Use Cases of Social business into HR• Reference Cases• Demo
© 2011 IBM Corporation 11
The 5th Era of Transformation
People have the Info…Real question is “How to retain/use it ? “
MainframeDepartmental
PCs
Internet
Social
© 2011 IBM Corporation 12
91% of adults use a social network
800M Active facebook users510,000 comments per minute
200M registered users119M tweets per day
100M Linkedin MembersOne New user each minute
Status Quo of Social Tools usage
People Interaction inSocial Networks generate Explicit Knowledge !If Knowledge is there.. I can search and find it !
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Conectado
Transparente
Ágil
Social BusinessSocial Media
Marketing and PR Focus in the Organizations and processes
Social Media vs. Social Business
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Blogs – Express Opinions
Communities - CongregateFiles – Share content
Micro-blogging - Share
Profiles – Be found
Activities
Bookmarks – Share content
Forums - Reach common sense 0
Wikis – Keep Info Updated Social Analytics -
Why this is important to me ?
Social Tools – What you really get from them.
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Social Business Framework
Product Development and Service
Marketing, Customer Service
Enhance CustomerRelations
Speed to Market
Flexibility
RH / Operations
ResultsSocial Business
Traditional Enterprise
• 'Push' marketing • Brand Control
• Invertir en I+D• Ideas de expertos
• Separate Units• Rigid Process
• Listen to Market• Generate Sponsors
• Joint Development• Connect with Experts
• Build Communities• Create trust Relationships
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Social Business Maturity Model
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Agenda for today
• Use Cases of Social business into HR• Reference Cases• Demo
© 2011 IBM Corporation 18
Growth in Latin America 2010/2011 figures
Average Expected Growth 5.2%
Low Average Unemployment 8.2% - > 7.8% (16 M people got a job !)
In colombia Unemployment rate 2010 2011 was 14% – 9%
Expected > 3% growth in 2011
Argentina
Brazil
Bolivia
Chile
Colombia
Dominican Republic
Mexico
Paraguay
Panama
Peru
Uruguay
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*IBM CHRO Study, 2010
Today In 3 years
Better Efficiency44%
64%
New Market and Segments 31%44%
Develop New Products and Services
35%48%
“Our current stance is defensive to protect our profits under difficult economic circumstances; however, over the medium and long term, our agenda is geared toward global growth.”
Director de Operaciones, UK
Organizations are transforming their strategies – Growth with Efficiency
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HR process that have “fit” for Social Business
Sourcing and Recruiting Marketing and Communications Connecting with Experts and colleagues
Job Lists Curriculum Management Marketing & Communications Presence
Auto Service Onboarding Communities for new employees Employee Development and Leadership Internal Communications Coaching and Feedback HR Operations E-learning / Social Learning …
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Social Business for HR and Talent Management
(*) “The rise of the networked enterprise. Web 2.0 finds its payday” – McKinsey Global Survey Results, 2010
(**) Based on Business Value Assessment results for HR and Talent Management
Opportunity (ROI)**
Better Retention and engagement
• Faster On-boarding & M&A = 10% cheaper
• Reducing new employee training costs in 15%
• Reduction on trips can generate at least US$ 2k dollars per employee/ year
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Centralized
Open and collaborative
Ad-hoc Collaboration
Focus in Communities
Focused in Metadata
Relevance / Tags / Rating
Usually Internal
In / Out of the company
Content Focused
Focus on peopleTradicional KMFocus on content, store, retrieve, management
Social Knwoledge Mgmt.Identify what is relevant to whom..
Social KM is a smart Approach
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Bernardo / Carolina and Old Cars – Social Learning
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Agenda for today
• Reference Cases• Demo
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Fostering Innovation
Speed and Flexibility
Creative Leadership
© 2011 IBM Corporation 26
A Sample Case of Ideation Success
Largest bank in South America
Business Challenges
Better customer Service
Agency Remodelling project
Enhancements on the web site to make it more appealing and foster UpSell – Cross Sell
Employees are also customers
Launched an Ideation that ran for a week
Hundreds of excellent ideias
Many of them graduated
Enhacements on their web site, agency lay out and customer support process
The best and most voted ideas received a prize
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Fostering Execution Speed
It’s all about
What you do not know
How to Reach People
To find an answer for a business Problem
Answers rely on
Content
People
Places
http://www.managementexchange.com/story/shift-changes-way-cemex-works
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Client Conectivity
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Objetivos:
Estrategia:
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Con el correcto programa, la adopción es viral
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Sogeti
Objective – Connect Consultants Reducing Costs
• Corporate Culture
• 200 Offices 14 Countries
• Better Response time= finding experts reduce the consulting costs making their proposal more appealing to customers and precise on results.
“People are finding each other, creating new services. It could be an extremely valuable part of our culture."
– Erik van Ommeren
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Track 3: Optimizing the WorkforceSocial Businesses improve the effectiveness of their people and unlocking talent and skills that otherwise might have gone unnoticed. Now more than ever, leaders need to focus on rapidly developing workforce skills and capabilities, fostering collaboration and knowledge sharing, and developing future leaders. Learn from experts leading the way in workforce transformation, who will share their successes in developing and bringing together the right talent at the right times to support better, faster solutions to business problems.
Join the Connect conversation with #IBMConnect
Register at: ibm.com/connect
© 2011 IBM Corporation 34
Gracias !
© 2011 IBM Corporation 35
© 2011 IBM Corporation 36
Cultivating Creative Leaders
2008/2009 2010/2011