SuccessFactors 20 top tips from the 20 minute master classes

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Information about SuccessFactors 20 top tips from the 20 minute master classes

Published on March 4, 2014

Author: SAPcloud



With a new generation of workers, rapidly evolving technology, skills shortages in key functions and increasingly dispersed workforces, just some of the forces changing the workforce and workplace, how can HR ensure that they are positioned to meet tomorrow’s challenges? HR needs to not only engage the workforce, but also the board to demonstrate the impact HR can have in driving business performance.
Discover top tips provided by industry experts during the second series of 20 Minute Master Classes designed to share best practice, current statistics and trends.
Find out how you stay ahead of the game, building a high performance workforce to meet future business demands here.

from the 20 Minute Master Classes 01 Adopt an HR 2.0 mentality HR 2.0 is about empowering employees by liberating them rather than controlling them. That means offering intuitive, self-service tools and more social means of collaboration and knowledge transfer. 02 Increase collaboration between HR & IT Like Yin and Yang, IT is an enabler of technologies that allow people to work in new ways. HR shapes the opportunities to manage people to get the best out of technology. 03 04 Turn data into value in 4 stages Many companies approach data with deductive (top-down) reasoning: start with a lot of data and then see what you decipher from it. But to turn data into value, you need to take an inductive (bottom-up) approach: 1. ask strategic questions; 2. identify the right data; 3. analyse the data; 4. turn it into actionable insight. 05 Develop a 1-page HR strategy map Define what you want to achieve as a business, whether you have the right people with the right skills, and how you can engage them. Increase the strategic worth of HR Identify the questions the Senior Leadership Team needs to answer. Then prioritise these initiatives and enlist the support of your IT department to help you collect and analyse data. 07 06 Tame Big Data The golden rule is ‘Business case first, data and technology second’. Know the difference between employee satisfaction and engagement “Satisfaction” is a state of having what you want, but doesn’t encourage you to do something new or try harder. “Engagement” is more complex and touches leadership, intrinsic motivation and productivity. 08 Follow up on employee surveys using the 5 Cs Check the results of the survey, calibrate the lessons learned, commit to taking positive action, conclude by demonstrating measurable improvement and communicate with employees throughout. 09 Walk the talk No job is for life, so employees need to know they can rely on what they’re hearing from their employer. If leaders are to be trusted, they need to ‘walk the talk’ on values. 10 11 Refresh your model of employee engagement To be engaged, employees need: trust and fairness, a connection with their organisation, support to do their jobs, scope for autonomy in their role and to have their voice heard. Endorse and encourage social media usage Using social media in a work context is shown to actively foster collaboration between individuals and organisations. Professional social media usage is generally altruistic rather than self-serving. 12 Hunt for talent on social media, but don’t stalk While social media can offer insights into potential new hires, it shouldn’t be used to stalk candidates, only to determine competency for the role. 13 Use social media to reduce inbox overload Consider implementing social collaboration tools like SAP Jam for back-and-forth conversations to avoid clogging up people’s email inboxes. 14 Don’t let mobility undermine work /life balance 16 Three in five people who use mobile devices for work say it supports flexibility, but two in five say constant connectivity makes it harder to switch off from work. 15 Keep pace with candidates’ changing expectations Go fishing where the fish are Don’t limit recruitment to ads on job boards: expand your search to non license-based networks like Twitter, Google and Facebook as well as niche online and social communities. Almost half the workforce was born after 1980 and search for jobs via their smart phones and tablets. If your careers site isn’t mobile-enabled, you’re missing out on fresh talent. 17 Use your brand to extend your recruiting reach 18 Work with your marketing team to add a career-focused side to your corporate online presence, harness news and PR as well as posting jobs, and position your company as a great place to work. Use analytics to inform your recruiting strategy Highly targeted social hiring can reduce your apply-to-hire rate, resulting in fewer CVs and interviews for you and a better experience for candidates. 19 Tap your employees and their networks for talent When filling roles, start your search internally. Who did your employees go to college with, or work with elsewhere? Incentivise them to share jobs and content on their own social media channels. 20 Be proactive to build your talent pipeline Invest a little time in your social media following every day, and you’ll soon have a great network of prospective candidates at your disposal whenever you need to fill a vacancy quickly. Catch the whole series on demand here:

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