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Archive for July, 2011

Second part now of three set, considering the effects on resources, driven by a “always-on” society, with:

  • dealing with HR 2.0 behaviors
  • ability to swap resources and change in more flexibles ways, any opportunity into a strategic purpose
  • what we can see in our daily lives with simple features at home: security, care, compliance, supply & information access, knowledge…
Being blinded or not aware of changes must not lead to definitive deafness to these changes: if you don’t know how the future will be, then draw it could be a better way to learn the unknown. And soon you’ll be caught with competitors, mates or neighboors who will change up your life…So don’t be late and choose to afford this incredible new twirl as your next friend.
  • HR puzzles with 2.0:
The story is that HR d’ont really know how to manage 2.0 because they don”t adapt their own process to such behaviors or platforms. Allow this new kind of collaboration need huge changes in organization: way to collaborate, share information, trust and be ready to “lose” at a glance, some time in prowling on social platforms. That starts with sensible things as secrecy rules in companies: who knows? Who can say and for which situations? How detect a strong reason to betray the company? How detect the bad mood and the dangerous viral spiral of silent revolution? Seems a long (now) time, since employees started to take in their own hands, their own destiny…and career. Why? Because talent management is often only a word in companies, just to feel good and appear like innovators…While turnover rises. Lots of social sites, allowing to rule and manage “people reputation” bloomed, lead by viral behaviors. Friending, linking at the speed of light make you happier than if you wait your next evaluation meeting with your busy manager, who will maybe listen (and hear) your requests…
  • Resources management:
Dealing with digital solutions and having a 2.0 company means a very flexible platform and mindset, at all levels: cost of work, flexibility of schedules and planning, multiskills profiles and so on. And it’s not supposed to be native and initially designed, with old models. We saw as HR are important to be stared on another point of view if companies want to succeed in transformation and exploit all the opportunities of flexibility. Now companies must fiond partners and stakeholders who can play the same game on the whole value chain, avoiding the fearing bottleneck. Tools like social platforms increase a lot tha ability to share, exchange and modify a process, on ongoing reaction and improvement, creating light sticking to core functions. And that reactivity makes a company more “time-to-market” and able to take opportunities on the long run, but with long tail targets too.
  • Home and life-as-usual appliances:
Having tested the whole chain of connectivity in professional environment makes you more exigeant and waiting for new things and bright applications at home. Linking all devices, wiring all the house and becoming a whole datawarehouse for the family, we all see the huge advantages for such a framework: data sharing, security, automatic warnings for intrusion, triggers, ovens piloting, freezing monitoring, and others “machine to machine” global assignments. Domotic verse 2.0 might make this huge sector rise as never done, with all abilities to connect, act and interactions that are now in fact, concrete. Easiness, care and customization allow techs learning and acceptation more possible than ever.
Creating and framing the future, but for what?
Stay tuned for the third and last part, with “outcomes/outputs driven by connectivity” on the same channel…

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