Deloitte predicts over 90% of Fortune 500 companies will have partially or fully implemented an enterprise social network by the end of 2013. An ESN, or "Intranets," is an internal workplace that streamlines communication among co-workers.
When you talk about social business, you talk about organizational transformation. But too often it’s limited to the deployment of an enterprise social network (ESN) uncorrelated to all company processes, whether business or HR ( ESN impact these processes but will also help their thinning). However, this tool will have a significant impact in the transformation of the organization and enable the evolution of processes, including HR. Moreover, the major editors have realized that and have operated various acquisitions of HR software to merge to their suites, such as SAP or Salesforce with Success Factors or Rypple for instance. But a McKinsey study in December 20111 shows that many companies will not reap the benefits of what could actually bring collaboration because they are not going to change their processes (they are only 2 %), some even preferring back considering the workload related to this transformation, even when it was a success. Finally, we will have at best a thinning flow of information within the company, but not much more, or even worse, a failure in 80 % of cases as noted by Gartner. Here is three examples of HR processes related to these new roles / positions which have to evolve.
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