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Posts Tagged ‘HR’

Seems Bitstrips raised a lot of money recently and I must admit at first was very sceptical. Let’s say it’s a funny tale and another social story, gamed with cartoons and a “do-it-yourself” use of drawings through several opportunities. Fair enough. If the “cartoonisation” gives clever scenes and enhances our “gamability”, I’m still wondering what kind of value is behind these large valuation and viral expanding. Guess what? The value is in you. As digital networks invade the world, the real value is built, day after day, with the increasing datas and profiles, users. You. Me. Friends. Fans. No one missed the last Facebook starving price with this astronomic deal with Whatsapp.

What’s incredible in the “digital network” is that few people now concentrate value, revenue and growth. Where millions of employees had to participate in industrial era, smart teams (eg 13 for Instagram, and 55 for Whatsapp for example) do the job for billions of stocks valuation. If indeed they created and built something relevant, the most part of the value comes now from the network and the potential of its members/profiles. What they do, post, discuss, members who do anything for free, anytime, anywhere, filling timelines with pictures, text messages and conversations. And the contents blooming in these platforms bring value to the whole project. Ask yourself how these companies’ stocks are valued: from the users they drew to the network (eg value of a user between 20 to 100$, according to returning and activity rates x number of members). Why do we value these networks with members figures without sharing any revenue with these members?!

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But this value is not distributed (eg for example in jobs raising, revenue sharing or anything else) to third part anymore. We’re facing the worst side of digital revolution, destructing value: no more jobs needed – lean companies -, value created for free by userswho are the next unemployed. I must admit, being an early adopter of digital wave, this theory that we can find in Janier’s book “who owns the future” made my day and the real danger zone is already there: the more you’re opt-in, the more you’ll have free information. Your “Opt-Inness” make you more valuable but the question is: for who? Finally, more free information makes the world poorer because in the long term, there’s a massive destruction of employment, directly from the fact that industry now needs far less people to work. We all, using and consuming free and low cost services, participate to this slow and steady destruction of middle class. The one that holds the global edifice and raises children. The bulky one that create the motion for mass markets. It’s time for revenue sharing between, friendly users and startup aces, and rebuild another model for digital economy. Sustainable, fair and collaborative centric. Kind of we could be proud, without fear of being smashed up from the system.

Think of it before your next content feed. It may worth much money, but not for you

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At this point of my career, I’ve used so many times help of HR resources, to find gold members for my several teams, pay attention to them, pay them (!), training, coaching…and fire them!
At-a-glance, the daily lifetime of nowadays corps, with bunch of tasks, questions, answers, chilled by M&A and crisis waves…I must admit that, HR teams, whose we know for often hard jobs for hard times, are quite all the time, considered as suppliers more than strategic units, to serve corps strategies, find bests resources and keep them by their side. And I don’t really know, in fact, what came first:
– bored with HR function which don’t give me nothing relevant in my career?
– HR function bored itself by no consideration at all, from board and shareholders, forgetting strategic and relevant skills it has?

One thing I know for sure: times have changed. And for HR best practices and careers too. When was the last time your corp said to you “oh you’re such a talent, we make anything possible to keep you with us, at any price”. Maybe in the last movie you saw at theatre? your dreams?

Considering that, nothing will ever surprise me when, you see billions of users for social networks, searching…searching what?
To be considered, as a human link, skilled, motivated and find a corp that wants such profiles.
New generations just want to express themselves with new technologies, but bring new value, corps have to care. Working with several windows, listening music, chatting on IM, twitter and networking on Facebook or myspace., everything at a time. That is, in working hours of course, while working…No matter, times have just changed and corps have to adapt their perception and behaviors, if they want to get the best from their best resources. I’ve already posted something on it, describing the necessary evolution for corps, facing 2.0 behaviors and fans. But in the same time, they show their rights and duties, bringing new kind of conversation, confrontations and relations with their management. There’s a time for new ways of communication: social apps. Considering time is faster and realtime a daily tool, they gear up the way we work, speeding HR by the way…They know how to handle with their career, in increasing their times online. Once I was cruising among social apps, some of them can really be useful to find the perfect job and for targeting the best talent or expert.
I mused about several apps, I discovered along my web travels, encounters and social friends recommendations. It gave me the idea of a whole matrix, trying to mix corps skills and HR needs with employees graal quest for their carrer.

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In this matrix one can find employees opportunities to raise their career (find a job, change, give some voice, post and appear like an expert, raise a network, write and give advises, shine your brand reputation, last but not least, get a digital trip for your profile): settled in X axis…Then for corps, the ability to detect, track, find rare and targeted talents, skilled resources and experts they need to recruit and keep as human assets: on Y axis…

Obviously I wasn’t able to figure out all apps that exist in the web circles, but main and one we talk about now. Maybe I forgot some (sorry for VC and founders, I may add them later!) but we can underline some remarks about the matrix layout:
– size of network matters obviously, but more targeted and participation counts more than size itself
– target your audience first, starting from your personal goals (advise to employees or corps, any of them has some goals isn’t it?) before collect friends from everywhere; “friends” or “contacts” are like you: human not machines, they don’t like noise or spams…
– jobseekers or headhunters give you lots of informations, but no really surprises: classical methods, classical ads, classical profiles. Mainstream…By the way, competitors may learn a lot each form others (eg for HR strategy), and on your business goals thoughout your HR ambitions; however, they are on the 2.0 market by direct approach of employees, simply by the fact employees life is clearly and free published on the web…Considering that:

  • nothing is easier to search and find good ones…for headhunters
  • how corps can keep their secrecy about talents and skilled people anymore?

– friendly apps (Facebook, myspace…) can raise your imagination, creativity and original profiles; yes they are useful for original and creative ones, but drive sometimes too crap behaviors. Be careful, for pleasure use but not really for professional networking, I think (tip: doesn’t mean that we can’t find several interesting informations, of course…)
– Blogs, communities for experts, consulting databases online are in the middle of the matrix…perfect way to  mix corps and employees to get in touch: communities like SMT, Customer Collective, sustainable development and lots of others, are really rich of experiences, and generally hit by trust, interest and improvement in other’s knowledge. Clever leverage for professional meets and know-how methods, for the two players of the game
– internal apps at upper-left corner, means corps are equiped with such systems, but serve only their internal needs: wages, contracts, training programs, competences contingency…layoffs; how will it value my career?
– corps that ignore such apps, are in dangerous situation:

  • “nothing is more dangerous than be blind about market, customers or competitors strategy”: worth also with ability to wake up each morning with all HR assets and talents, escaped for competitors!
  • take time to mesure which one for which use: but take time for sure, stopping considering such tools only for gen Y and playing moments…gen Y (and X) change the future of relations (managers / employees)
  • allow and encourage practice and training for professional use; several corps today started blogs sessions with official spokemen to keep relation and timeline with PR, customers and partners; corps that think it’s a wasting time are wrong…and risk others to take the speach for us, with sometimes tough effects…

Times are changing. There’s no doubt about the fact that corps must change too, because employees (particularly younger ones) already did…And if you’re not able in your HR function to understand their moves and these new behaviors, you’ll be “out of the market” for them, leading you to fights, misunderstandings, and desertion. Human resources like stocks? No. But like assets, yes, and the ability to move with them empowers your role and the trust they’ll have, to drive their career (tip: zapping behavior is normal today, there’s no “career plans” anymore, in long term, by crisis and unknown situations). Even if you’re dealing with this, let’s consider it IN the corp, vs moves to competitors. Could you accept giving assets for nothing to competitors? No. Why would it be different with executives…?

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On June 5, I went to Diegem, near Brussels, to think tomorrow event, organized by An de Jonghe, CEO of TrendQ, 2.0 consulting and business corporation. An contacted me few months ago, for me to come, to see some people we don’t use to see in others events ; Located at Crowne Plaza, event started, with a short introduction, on day plan, especially, for the short appear of Flemish Minister of Economics, Patricia Ceysens.

Belgium is a little country, like France, but more international I think – is it a consequence of Brussels head of European community ? -, really cordial and warm place.

Day’s started with Geer Conard, IT consulting (5.309 direct first degree connections on LinkedIn, and one of the most famous networker in Belgium) ; demonstration about his now social life, built 3 years, after he formerly hated social networks…then headed for it, by some random meets ; he described the several types of networkers : passive networker, conservative networker, reactive networker, hyperactive networker, proactive networker. Forecast for 2014 : most of through online networking tools…Gave tips from Thomas Power, 10 tips : Collect people, Respect geography, start a club, relax and be yourself, quality vs quantity, listen for links words, make a match, disturb our comfort zone, read new material, manage your reputation
And last “don’t sale anything” : the best tip…the business is done throughout but in another ways…
“networking is giving ; not taking…It may take several years of giving, before receive” ; trust reputation, manage your reputation. I think he understood many things about that matter !

Then Wim de Waele from IBBT spoke about Research center, flamish government into, on ICT broadband between companies and government, mobile television with Gand project (telenet); user experience makes the product (first tip), example with a baby who plays with an Iphone !
Connected devices in 2012 : sensors over 1.000.000.000.000 (computers, appliances/toys, entertainment, industrial/automobile, handhelds…) and future : wearable computing, localisation, machine-to-machine, smart dust,…The next step : user centric apps, the main purpose (think about old people and home care)

Then Patricia Ceysens (ministry economics and ICT) with model of economic development ; Porter model
Factor driven economy, efficiency driven economy, innovation driven economy (corps, international, innovation) ; must develop R&D, innovation in terms of output (vs input), R&D&&Entreprenership (applications for results coming out) ; spoke about Innovation sources : notice 36% come from customers…only 4% from universities ; turn user = problem to user = solution and “users must adopt innovation”

After a short break, Octavio Pitaluga, CEO of TEN, topexecutivesnet (business community) spoke about “Business Network Officer”, a new function in corporations, which may be developed fast ; he his one of the first CNO Chief Network Officer. No way about the number of contacts, matter what you add to yours (value)
“Japanese people are organized as a network” ; and that’s why it’s the second powerful country in the world
success story : importance of trust, basic of relationship…
Ideal profile for this function : higher values, strategic thinker, credibility, challenge-driven, conflict management, human developer, creative&participative,…
Business Network Management : BNM Team, Goals, win-win, partner status, action plan, manage network ; consequences : increase relationship value, higher leverage, wealth creation. “Employees must be aware of BNM process too”

Then started Emeric Ernoult from affinitiz, French CEO about “web 2.0 for business : hype or opportunity ?”
⇨ new marketing/communication channel
⇨ set the goals, mesure (how you spend on classical ways ?) and compare it with 2.0 solutions
⇨ adwords really expensive in big quantities
⇨ 45.000 French lawyers + blogs the best way to be on top of Google = efficiency with blog platform for lawyers (practices, success stories…)
⇨ 850 lawyer’s blogs now, 10.000 posts, 20.000 comments, 75% of the traffic comes from Google !
⇨ ROI : 14 times less expensive than adwords buying

showed us how about social 2.0 solutions for marketing and sales approaches, vs classical ones, can be really less expensive and more efficient.

Sagi Richberg, Vshake, founded GroupGain, a new social shopping community, group aggregation, mercata, mobshop, accompagny ; buyers lower the price by being buying together the same product ; start of “Social Shopping”

In the aim of HR recruiting, Bas Van de Haterd, HR, recruiting, blogging consulting spoke about savinge money for HR recruiting : LinkedIn for nearly free, is high efficiently powerful !
Map your network, define a good profile, use your relationships, get introductions (think about incentives) are tips to succeed in HR recruiting ; don’t be too hurry in your “dates” : try to engage a cool and real relation before asking for business. Not THE question in the first date ; wait , give, share ; then ask ; people want to business with people they like…Talked about Alumni…most of corps forget the employees they fired and don’t want to heard about them anymore ; but the story is another to tell : time and people change…And don’t forget to mix online and offline social networks : according to companies brand behavior’s line…

And Hendrik Deckers, CEO of CIOnet and partner at Ecademy Belgium, presented us a portal for CIO professional networking talked about “Building Niche Networks”, Value of people then is really high, because selected ; niche communities with high level (high attendings too) ; 3 groups of participation, offline and online ; membership, sponsorship and advertising. Purposed a definition of value of network : n x Q x a (numbers x Quality x activity – frequency)

Day’s finished with a flash and pop talk with Sabine Allaeys, from Minifizz, and how she built the young and fashion universe for girls from 14 to 25 years old, on Web and mobile fields. Partnership and fashion world is making the deal with minifizz.

We had traditional “Elevator Pitch” for young startups, making opportunity for a short three minutes hot speak, then headed to break place for a nice cocktail and networking time, with all team.

A nice day with nice people. I will get back for sure, Belgium makes its own 2.0 revolution out there. If  you want to share it, be there !

 

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