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Putting HR in the Driver's Seat of Collaborative
Learning and Leadership Development
Meghan M. Biro
CEO and Founder, TalentCulture Consulting Group
Kevin W. Grossman
Director of Product Marketing, Peoplefluent

November 12, 2013

© 2013 Peoplefluent

Putting HR in the Driver’s Seat│1
Agenda
Are You in the Driver’s Seat?
Performance and One Size Fits One
Challenges
It’s All About Engagement
What Can Technology Do to Drive Learning,
Leadership Development & Engagement?
• Recap
• Q&A
•
•
•
•
•

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │2
Are You in the Driver’s Seat?

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │3
Poll Question #1
What are your primary people development initiatives for 2014? (select all that
apply)
•
•
•
•
•
•
•
•
•
•

SCORM-compliant training
Cross-functional training
Job shadowing
Career pathing
Just-in-time learning via on-demand videos
Peer-to-peer learning communities
Leadership development
Mentor programs
Internship programs
All of the above

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │4
Performance Is The Goal

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │5
One Size Fits One

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │6
One Little Hashtag

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │7
Taking Development Seriously

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │8
Taking Development Seriously

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │9
Doesn’t Everyone?

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │10
The Challenges We Face As Employees
Who I work with is just as
important as the
company I work for!

Where do I find the content
that really helps me learn
what I need to know?

Can someone explain to me
the process for this?

I can’t believe there’s no
documentation about this!

I’m so frustrated that
nobody’s on the same page!

Does anybody know the
answer to this question?

Who should I work with on
this project? I have no idea
where to start.

Who’s that guy and what
does he do?

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │11
The Challenges We Face As Managers
If she quits, we’re in trouble.
She’ll take so much
knowledge with her!

I just had a great 1:1 with
my employee; I wish you
all had been there.

I know there’s a performance
issue here, but I don’t know
why it’s happening!

How can I create more
continuous training
content?

I wish my team could learn
from my experience.

We just spent two hours
in a meeting and
everyone took something
different out of it.

My employee is so
passionate; I wish the
rest of my team was like
that.

We’ve done so many
edits, I don’t know which
version we’re on
anymore.
© 2012 Peoplefluent

© 2013 Peoplefluent

Putting HR in the Driver’s Seat │12
Poll Question #2
Employee engagement at my company is:
•
•
•
•
•
•

Great
Good
Fair
Not so good
Oh my
No comment

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │13
Engagement
The state of emotional and intellectual
involvement that motivates employees to do
their best work and perform at their full
potential.

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │14
Energy, Drive & Focus
“Why do we call it engagement? When employees meet each
other in the hallway, do they ask each other ‘Are you engaged
today? No, they don’t. What we’re really talking about is
improving individual and organizational energy, drive and
focus.”
Marcia Conner
Collaborative learning thought leader, author and Principal of the SensifyGroup

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │15
Lots of Folks Aren’t. So what?

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │16
Yikes
• $300 billion productivity problem
• 70% of employees aren’t fully engaged

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │17
Problem: Workforce Engagement

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │18
Problem: Workforce Engagement
“State of American
Workplace”, Gallup,
June 2013

57%
3%

22%

1%

Engaged

70%

40%

45%
33%

30%

38%

52%

Not Engaged

ENGAGE by:

61%

18%

Actively Disengaged

97%
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•

Learning
Development
Collaboration
Communication
Goal Setting
Assessment
Measurement
Incentive
Reward
Career Planning
Succession
Recognition
Analytics
Visibility
Transparency

of American workers are
“not engaged” or
“actively disengaged”

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │19
The Effects on Business

Amount companies lose per disengaged
employee per year

Typical cost of turnover as a percentage
of salary

$ 2,246.00

48% - 61%

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │20
And That’s the Organizational Challenge

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │21
The Effects on Business

When compared to their
competitors
organizations with world-class
engagement are

Organizations with high
engagement levels post total
shareholder returns

18%
More Productive

22%
Higher than Average
© 2012 Peoplefluent

© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │22
Higher Engagement = Growth
• Higher growth and stock prices for public companies
• Outperformed the S&P average 8 of 10 years
• Increasing employee engagement number one
strategic priority

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │23
Employee Engagement Elements
• Social
o Is this an organization where I feel involved, part of a good team?
o Is my organization serving the community?
• Intellectual
o Am I able to grow?
o Is my job stretching and interesting?
o Do I know what’s happening?
o Do my opinions count?
• Emotional
o Do I care about the organization and feel I belong?
o Am I valued?

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │24
Employee Engagement Types

Rational Commitment

Emotional Commitment
Employees exert discretionary
effort when they believe in the
value of their job, their team,
and their organization

Employees stay with their
organizations when they
believe it is in their self-interest

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │25
Poll Question #3
What learning and collaboration systems do you currently have
deployed at your company? (select all that apply)
• Learning Management System (integrated with Talent
Management System)
• Learning Management System (stand-alone)
• Social Collaboration Platform (outside vendor)
• Social Collaboration Platform (developed internally)
• Company Intranet (outside vendor)
• Company Intranet (developed internally)
• None of the above

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │26
Social Collaboration Tech Helps

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │27
Business Collaboration & Learning
• Collaboration has become more
important to business - strategic
• Organizations are still adapting to
collaboration in business
• Deployment of collaborative
initiatives starts at top
• Collaboration improves
communication, learning and
leadership development
© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │28
States of Social Collaboration
• It’s ranked as one of the top priorities
(16%)
• Most organizations do not restrict
collaboration (47%)
• It has improved results of activities and
processes significantly
• Better communication, learning
knowledge sharing is top benefit (72%)
© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │29
States of Social & Informal Learning
• More than 80% of corporate
learning occurs through
informal approaches
• Over 60% of organizations are
leveraging social learning in
some fashion today

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │30
States of Video Technology
• 188.5 million Americans
watched 46.7 billion online
content videos in August
2013
• 75% of executives watch
business related videos
every week.
• MOOC’s are everywhere

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │31
Massive Open Online Courses
70 percent of respondents said they saw opportunities
to integrate MOOCs into their own company’s learning
programs

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │32
Social Collaboration Boosts
What areas does social collaboration help
your company achieve its goals?

49%

Knowledge sharing

37%

Collaborating

34%

Learning
Meeting
Onboardin
g

24%
23%

Related Research:
> Management (54%)
majorly believes that
internal social media
software or services
help companies in
sharing knowledge.
> Almost two-thirds of
Very Large (64%)
businesses believe
internal social media
software or services
help in sharing
knowledge.
© 2012 Peoplefluent

© 2013 Peoplefluent

Putting HR in the Driver’s Seat │33
The People Life Cycle Model
Data Integrity
Plan

Acquire

Train

Compensate

Retain

Develop

Transition

Collaboration and Analytics
Workforce Planning &
Analytics

Workforce
Planning &
Analytics

Workforce Planning & Analytics

Contingent Workforce
Management

Contingent Workforce Management
Succession Planning

Succession Planning
Learning & Development
Performance Management

Recruiting

Recruiting
Compensation Management
Workforce Compliance & Diversity

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │34
For Example
• Rich video content for learning, knowledge transfer,
collaboration and communication
• Coaching, guidance and learning for leaders
• Communicating more effectively
• Aligning company and business goals
• Enhancing productivity of learning through video
• Connecting informal learning with quizzes
• Integrating with LMS
© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │35
Embrace the Continuous Informal
• Capture those critical water cooler
conversations
• Share the knowledge that comes from an
individual’s experience
• Create a centralized knowledge repository for
your team or your entire organization, where
every member contributes and all ‘tribal
knowledge’ is documented (videos)
© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │36
You Can Do This
• Create an easy-to-use
onboarding checklist that guides
employees through their training
and provides a single source for
all the information they need
• Customize the pace of learning to
suit an employee’s individual
needs and ensure better
knowledge retention
• Connect your new employees
with their colleagues and culture
on their first day
© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │37
How to Get Started
• Know what you’re trying to achieve
• Technology should not be disruptive – the key to
adoption is implementing systems that enhance
your business process, not disrupt it
• Mirror Your Users; remember one size fits one
• Match Goals with Strategy: Ask the right
questions, get the right data
© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │38
Recap
• Engagement matters – a lot
• Use social collaboration tools to increase engagement
• Employee satisfaction and engagement along with
retention rates are the most important workforce metrics
• Social learning increases employee engagement in
organizational processes
• Social Collaboration can be leveraged across the entire
Employee Lifecycle
© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │39
Just Drive

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │40
Peoplefluent Overview
Helps management

make better people decisions based
on analytics and detailed HR
information.

Helps employees

find their career path, communicate,
collaborate and learn.

Helps HR & learning

pros measure the effectiveness
Of learning programs and
demonstrate the results to the
business.

© 2012 Peoplefluent
© 2013 Peoplefluent

Putting HR in the Driver’s Seat │41
Creating a more engaging workspace
Single
Sign-on

Configurable
dashboard
Fast links
to all your
solutions in
one place
View active
content,
communities
that is relevant
to you

Drive manager
preparedness
and promote
seasonal
priorities
View
learning
actions to
build your
career

Pervasive
Video

View facts that highlight
areas that should be
noted

Groups &
Workspaces

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │42
Thank you! Questions?
Kevin W. Grossman
Director of Product Marketing
kevin.grossman@peoplefluent.com
@KevinWGrossman
831-419-6810

Meghan M. Biro
CEO and Founder, TalentCulture Consulting Group
mbiro@talentculture.com
@MeghanMBiro
617-921-2071

© 2012 Peoplefluent
© 2013 Peoplefluent

#WISDOM2013

Putting HR in the Driver’s Seat │43

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Putting hr in the driver’s seat of collaborative social learning and leadership development

  • 1. Putting HR in the Driver's Seat of Collaborative Learning and Leadership Development Meghan M. Biro CEO and Founder, TalentCulture Consulting Group Kevin W. Grossman Director of Product Marketing, Peoplefluent November 12, 2013 © 2013 Peoplefluent Putting HR in the Driver’s Seat│1
  • 2. Agenda Are You in the Driver’s Seat? Performance and One Size Fits One Challenges It’s All About Engagement What Can Technology Do to Drive Learning, Leadership Development & Engagement? • Recap • Q&A • • • • • © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │2
  • 3. Are You in the Driver’s Seat? © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │3
  • 4. Poll Question #1 What are your primary people development initiatives for 2014? (select all that apply) • • • • • • • • • • SCORM-compliant training Cross-functional training Job shadowing Career pathing Just-in-time learning via on-demand videos Peer-to-peer learning communities Leadership development Mentor programs Internship programs All of the above © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │4
  • 5. Performance Is The Goal © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │5
  • 6. One Size Fits One © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │6
  • 7. One Little Hashtag © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │7
  • 8. Taking Development Seriously © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │8
  • 9. Taking Development Seriously © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │9
  • 10. Doesn’t Everyone? © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │10
  • 11. The Challenges We Face As Employees Who I work with is just as important as the company I work for! Where do I find the content that really helps me learn what I need to know? Can someone explain to me the process for this? I can’t believe there’s no documentation about this! I’m so frustrated that nobody’s on the same page! Does anybody know the answer to this question? Who should I work with on this project? I have no idea where to start. Who’s that guy and what does he do? © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │11
  • 12. The Challenges We Face As Managers If she quits, we’re in trouble. She’ll take so much knowledge with her! I just had a great 1:1 with my employee; I wish you all had been there. I know there’s a performance issue here, but I don’t know why it’s happening! How can I create more continuous training content? I wish my team could learn from my experience. We just spent two hours in a meeting and everyone took something different out of it. My employee is so passionate; I wish the rest of my team was like that. We’ve done so many edits, I don’t know which version we’re on anymore. © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │12
  • 13. Poll Question #2 Employee engagement at my company is: • • • • • • Great Good Fair Not so good Oh my No comment © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │13
  • 14. Engagement The state of emotional and intellectual involvement that motivates employees to do their best work and perform at their full potential. © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │14
  • 15. Energy, Drive & Focus “Why do we call it engagement? When employees meet each other in the hallway, do they ask each other ‘Are you engaged today? No, they don’t. What we’re really talking about is improving individual and organizational energy, drive and focus.” Marcia Conner Collaborative learning thought leader, author and Principal of the SensifyGroup © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │15
  • 16. Lots of Folks Aren’t. So what? © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │16
  • 17. Yikes • $300 billion productivity problem • 70% of employees aren’t fully engaged © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │17
  • 18. Problem: Workforce Engagement © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │18
  • 19. Problem: Workforce Engagement “State of American Workplace”, Gallup, June 2013 57% 3% 22% 1% Engaged 70% 40% 45% 33% 30% 38% 52% Not Engaged ENGAGE by: 61% 18% Actively Disengaged 97% • • • • • • • • • • • • • • • Learning Development Collaboration Communication Goal Setting Assessment Measurement Incentive Reward Career Planning Succession Recognition Analytics Visibility Transparency of American workers are “not engaged” or “actively disengaged” © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │19
  • 20. The Effects on Business Amount companies lose per disengaged employee per year Typical cost of turnover as a percentage of salary $ 2,246.00 48% - 61% © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │20
  • 21. And That’s the Organizational Challenge © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │21
  • 22. The Effects on Business When compared to their competitors organizations with world-class engagement are Organizations with high engagement levels post total shareholder returns 18% More Productive 22% Higher than Average © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │22
  • 23. Higher Engagement = Growth • Higher growth and stock prices for public companies • Outperformed the S&P average 8 of 10 years • Increasing employee engagement number one strategic priority © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │23
  • 24. Employee Engagement Elements • Social o Is this an organization where I feel involved, part of a good team? o Is my organization serving the community? • Intellectual o Am I able to grow? o Is my job stretching and interesting? o Do I know what’s happening? o Do my opinions count? • Emotional o Do I care about the organization and feel I belong? o Am I valued? © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │24
  • 25. Employee Engagement Types Rational Commitment Emotional Commitment Employees exert discretionary effort when they believe in the value of their job, their team, and their organization Employees stay with their organizations when they believe it is in their self-interest © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │25
  • 26. Poll Question #3 What learning and collaboration systems do you currently have deployed at your company? (select all that apply) • Learning Management System (integrated with Talent Management System) • Learning Management System (stand-alone) • Social Collaboration Platform (outside vendor) • Social Collaboration Platform (developed internally) • Company Intranet (outside vendor) • Company Intranet (developed internally) • None of the above © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │26
  • 27. Social Collaboration Tech Helps © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │27
  • 28. Business Collaboration & Learning • Collaboration has become more important to business - strategic • Organizations are still adapting to collaboration in business • Deployment of collaborative initiatives starts at top • Collaboration improves communication, learning and leadership development © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │28
  • 29. States of Social Collaboration • It’s ranked as one of the top priorities (16%) • Most organizations do not restrict collaboration (47%) • It has improved results of activities and processes significantly • Better communication, learning knowledge sharing is top benefit (72%) © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │29
  • 30. States of Social & Informal Learning • More than 80% of corporate learning occurs through informal approaches • Over 60% of organizations are leveraging social learning in some fashion today © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │30
  • 31. States of Video Technology • 188.5 million Americans watched 46.7 billion online content videos in August 2013 • 75% of executives watch business related videos every week. • MOOC’s are everywhere © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │31
  • 32. Massive Open Online Courses 70 percent of respondents said they saw opportunities to integrate MOOCs into their own company’s learning programs © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │32
  • 33. Social Collaboration Boosts What areas does social collaboration help your company achieve its goals? 49% Knowledge sharing 37% Collaborating 34% Learning Meeting Onboardin g 24% 23% Related Research: > Management (54%) majorly believes that internal social media software or services help companies in sharing knowledge. > Almost two-thirds of Very Large (64%) businesses believe internal social media software or services help in sharing knowledge. © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │33
  • 34. The People Life Cycle Model Data Integrity Plan Acquire Train Compensate Retain Develop Transition Collaboration and Analytics Workforce Planning & Analytics Workforce Planning & Analytics Workforce Planning & Analytics Contingent Workforce Management Contingent Workforce Management Succession Planning Succession Planning Learning & Development Performance Management Recruiting Recruiting Compensation Management Workforce Compliance & Diversity © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │34
  • 35. For Example • Rich video content for learning, knowledge transfer, collaboration and communication • Coaching, guidance and learning for leaders • Communicating more effectively • Aligning company and business goals • Enhancing productivity of learning through video • Connecting informal learning with quizzes • Integrating with LMS © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │35
  • 36. Embrace the Continuous Informal • Capture those critical water cooler conversations • Share the knowledge that comes from an individual’s experience • Create a centralized knowledge repository for your team or your entire organization, where every member contributes and all ‘tribal knowledge’ is documented (videos) © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │36
  • 37. You Can Do This • Create an easy-to-use onboarding checklist that guides employees through their training and provides a single source for all the information they need • Customize the pace of learning to suit an employee’s individual needs and ensure better knowledge retention • Connect your new employees with their colleagues and culture on their first day © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │37
  • 38. How to Get Started • Know what you’re trying to achieve • Technology should not be disruptive – the key to adoption is implementing systems that enhance your business process, not disrupt it • Mirror Your Users; remember one size fits one • Match Goals with Strategy: Ask the right questions, get the right data © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │38
  • 39. Recap • Engagement matters – a lot • Use social collaboration tools to increase engagement • Employee satisfaction and engagement along with retention rates are the most important workforce metrics • Social learning increases employee engagement in organizational processes • Social Collaboration can be leveraged across the entire Employee Lifecycle © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │39
  • 40. Just Drive © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │40
  • 41. Peoplefluent Overview Helps management make better people decisions based on analytics and detailed HR information. Helps employees find their career path, communicate, collaborate and learn. Helps HR & learning pros measure the effectiveness Of learning programs and demonstrate the results to the business. © 2012 Peoplefluent © 2013 Peoplefluent Putting HR in the Driver’s Seat │41
  • 42. Creating a more engaging workspace Single Sign-on Configurable dashboard Fast links to all your solutions in one place View active content, communities that is relevant to you Drive manager preparedness and promote seasonal priorities View learning actions to build your career Pervasive Video View facts that highlight areas that should be noted Groups & Workspaces © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │42
  • 43. Thank you! Questions? Kevin W. Grossman Director of Product Marketing kevin.grossman@peoplefluent.com @KevinWGrossman 831-419-6810 Meghan M. Biro CEO and Founder, TalentCulture Consulting Group mbiro@talentculture.com @MeghanMBiro 617-921-2071 © 2012 Peoplefluent © 2013 Peoplefluent #WISDOM2013 Putting HR in the Driver’s Seat │43