social hr: internship and new hire programs

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Apply social hr to your college internship / new hire programs P. Quake Pletcher 19 February 2013 03/25/2022 Confidential Information of Quake LLC 1

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Apply social hr to your college internship / new hire programs

P. Quake Pletcher19 February 2013

04/18/2023 Confidential Information of Quake LLC 1

04/18/2023 Confidential Information of Quake LLC 2

Do you have any leaks in your intern/new hire programs?

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Recruit, retain, promote is changing!

‘Flight risk begins during orientation’– Millennials may have as many as eight jobs by the time

they are 25 years old.

‘Values can be sticky things’– 58% would take a 15% pay reduction if their

organization’s and personal values aligned (Net Impact Survey, 2011)

‘Expectations are through the roof’– 56% expect a promotion with a year (Careerbuilder)

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peeqMe Accelerates Adaptation

Social HR

Anyone, Anywher

e, Anytime

How not What

Why interns and new hires?

They are open to new systems

They expect open, frequent feedback

They are assessing you as much as the other way around

PeeqMe can integrate into existing on-boarding programs with limited scope

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A high percentage will be MillennialsClick to see Top Ten Ways to Engage Millennial Workforce

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Remember 2013 Top PrioritiesBusiness Leaders

Human Resources

Leadership Development

Employee Development

Employee Engagement

People and Talent Management

Improve Team Performance

56%

51%

51%

44%

47%

46%

55%

36%

Source: McLean and Company

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peeqMe for Now and the Future

HR Respondents (Business Relative Rank) In Planning Growth Areas peeqMe Solution

High Potential Employee Program (2) 38% 97% Coach Upward

Stay interview (7) 24% 138% Engage/Retain Support

Social recognition/ Collaboration tools (5)

24% 90% Improve Team Chemistry/Performance

Planning for Boomer Retirement (6) 22% 94% Knowledge Transfer

Engaging Gen Y (3) 23% 80% Open, Connected, Mobile Feedback

Talent Mobility (1) 25% 59% Effective Assignment, Parachuting

Managing Diversity (4) 21% 40% Promote Innovation, Avoid Storms

Source: McLean and Company

Inte

rn/N

ew H

ire P

rioriti

es

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peeqMe Mobile App

Innate Intention

Users have access through the peeqMe mobile app

peeqMe focuses on the natural preferences/strengths for individuals

Users can give and get input at the point of experience for review later with mentors or managers.

peeqMe permits users to upload corporate behaviors/competencies, and values.

Corporations do an excellent job of capturing “What” people did, but struggle to capture “How” employees accomplish their work objectives.

peeqMe allows users to identify behaviors and values they intend to display.

peeqMe provides a simple profile based on the most popular assessments

Over $2B per year is spent on leadership, behavior, and personality assessments

Know

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Show Grow

Self-Awareness Self-Actualization Self-Improvement

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Different use

• No access to natural strengths or style except to self

• Keeps “book in hand,” not locked up, for personal reflection and user-driven growth

• Joins the network for feedback giving, seeing profiles, getting org values/behavior feedback

Personal Access

• Selected access to natural profile

• Supports external coaching and mentoring from trusted relationships

• Permits insights to selected individuals on a need to know basis, such as working teams or management

Booster Access

• Access is granted by user to organization to see de-identified data for meta analysis and reporting purposes

• Access may be granted by user to organization to see identified data for specific analytics and reporting, including:• Talent identification• Early interventions• User-specific support/training.

Corporate Access

Organizational uses are member driven, bottoms up

Gamification Ideas

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Opening Day•Assessment (NFL Combine Simulation)

•Draft Day: Program Leaders create teams

•Tie-in networking events

All-Star Break•Share/ Show highlights•Report out statistics

Awards Ceremony•Most Feedback (Team)•Most Innate Feedback (Style & Strength)

•Most Intentional Feedback (Behavior & Values)

•Best Mentor/Intern Partnership (Prog Ldr Selection)

•Best Feedback Given (Prog Ldr Selection)

Millennials are very motivated by benchmarks, social transparency

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Implementation: How spread

Open•No silos, extend open invitation

•Customers, Partners, Personal & Professional mentors, Vendors, etc

•Incentivize participation

Organic•Allow teams and individuals chances to share

•This is “how” we work, let it flow

•Seed with paid assessment support

Observe•Actively observe how the tool plays out

•Analyze what works for your organization

Opportunistic•Support and encourage experimentation

•Cherry-pick best practices and highlight super users

peeqMe works a little differently for the enterprise

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Action Steps

• Sign-up for release in Spring 2013 at www.peeqme.me… It’s FREE!!!

• Extend invitation to summer interns prior to arrival

• Provide common assessments for all interns to take (ie – Myers Briggs, DiSC, and StrengthsFinder)

• Participate in development webinars to provide feedback, request features, and help prioritize development