By Sue Weekes, Scott Beagrie
Speedy song path to getting to know the net humans innovations to help you deal with the team extra effectivelyCovers the most important parts of on-line humans innovations, together with how Web-based expertise can streamline and automate conventional HR projects, remodel HR right into a extra strategic functionality and aid to construct a more beneficial and inspired workforceExamples and classes from a few of the world's so much winning companies, together with BP, Exult, Getty photographs, IBM, ICL and Oracle, and ideas from the neatest thinkers, together with David Ulrich, Peter Drucker, David Cannon, Christopher Boone and John SullivanIncludes a word list of key strategies and a complete assets advisor
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Extra resources for E-People: On-line People Strategies (Express Exec)
Sample text
Employers wishing to limit personal surfing time without appearing too dogmatic can turn to Internet filtering software for help. This can be set to allow access to some sites but not others, so, typically, employers could ban all porn sites from the workforce. com. 71% of respondents in the survey said it was acceptable to have Internet use managed at work. A degree of trust between employer and employee is essential if management is to feel relaxed about the mobile working revolution. Companies must find a way of making sure that employees permanently on the road (or in the air) are connected to the company, emotionally and culturally, as well as physically and practically.
No global company can exist without an employee portal or corporate intranet to help unite the workforce. » E-learning must be properly localized, paying heed to cultural diversification as well as language barriers. 06 The State of the Art: The World of Work, but Not as We Know it » HR no longer has an excuse not to be strategic – the technology is in place to free it from its administrative drudgery and it must also learn the language of business. » Employers must help employees make sense of work – it’s no longer about paying people more to keep them happy.
Martin James, manager of the European HR service center at IBM EMEA (Europe, Middle East and Africa), believes that it is ‘‘business critical’’ that they do this, and adds that many companies seem to forget how appealing overseas jobs are to some people. Among those at the GLOBALIZATION 35 vanguard of what is achievable is Seattle-based visual content company Getty Images. com portal allows candidates to experience an online mini-induction course to the company and also encourages prospective candidates to leave an e-mail address if they’re interested in a career with Getty Images, but can’t see a job that appeals to them in the current crop (see Chapter 7).