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IBM CHRO Study and Smart Work Djalma Pinto de Britto [email_address] @djalmab IBM Software Group

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Agenda for today <ul><li>The CHRO Study </li></ul><ul><li>CHRO Study Main Findings </li></ul><ul><li>Social Business </li></ul><ul><li>Use Cases of Social business into HR </li></ul><ul><li>Demo </li></ul>

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707 HR executive interviews Key Themes <ul><li>Cultivating creative leaders </li></ul><ul><li>Mobilizing for speed and flexibility </li></ul><ul><li>Capitalizing on collective intelligence </li></ul>404 HR executive interviews Key Themes <ul><li>Developing an adaptable workforce </li></ul><ul><li>Closing the leadership gap </li></ul><ul><li>Cracking the code for talent </li></ul><ul><li>Driving growth through workforce analytics </li></ul>2005 The Capability Within 320 HR executive interviews Key Themes <ul><li>The menace of maturity </li></ul><ul><li>The quest for talent </li></ul><ul><li>Retaining key people </li></ul><ul><li>Measuring performance </li></ul>The 2010 Global Chief Human Resource Officer (CHRO) Study builds on our insights and findings over the last five years 2010 Working beyond Borders 2008 Adaptable Workforce

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The IBM CHRO Study <ul><li>Conducted late 2010 </li></ul><ul><li>Run aprox every 2 years </li></ul><ul><li>Interview with More than 700 HR Leaders </li></ul><ul><li>61 different Countries </li></ul><ul><li>Tried to obtain their main challenges and needs for the next 3 years </li></ul><ul><li>Part of the broader set of studies ( CIO, CEO, CMO,...) </li></ul><ul><li>Full Study Freely available for download ( From IBM Free ? ) </li></ul><ul><li>Available in Spanish / English / Portuguese </li></ul><ul><li>http://www-935.ibm.com/services/c-suite/series-download.html </li></ul><ul><li>IBM uses the output of these studies to align our offering Portfolio to market needs </li></ul><ul><li>Extremely good insight from your peers </li></ul>

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Agenda for today <ul><li>CHRO Study Main Findings </li></ul><ul><li>Social Business </li></ul><ul><li>Use Cases of Social business into HR </li></ul><ul><li>Reference Cases </li></ul><ul><li>Demo </li></ul>

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What was the Output of the 2010 Study ? <ul><li>Boardless World </li></ul><ul><ul><li>Increase of communication among countries </li></ul></ul><ul><li>Work is not a place anymore.Today, work can be easily performed across various cultures, geographies and time zones. </li></ul><ul><li>Latin American Companies going Multi National </li></ul><ul><ul><li>distance and even language to create a global forum for the exchange of ideas and information. </li></ul></ul><ul><li>Instrumented, interconnected, intelligent systems seamlessly link organizations from every part of the world. </li></ul><ul><li>But there are many limiting factors still in place </li></ul><ul><ul><li>Emerging Markets -> Mature Markets </li></ul></ul><ul><ul><li>Innovation is the key for any recent success </li></ul></ul><ul><ul><li>Growth Opportunities </li></ul></ul><ul><ul><li>Speed is key </li></ul></ul>

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3 Great Themes around 2010 CHRO Study Cultivating creative leaders Desarrollando la siguiente generación de líderes para una fuerza laborar más global, flexible y diversa Mobilizing for speed and Flexibility Rapidamente desarrollar y desplegar skills en la fuerza laboral para atender oportunidades emergentes Capitalizing on collective intelligence A través de colaboración y compartir conocimiento lograr conseguir eficiencia y generar un ambiente de innovación

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These Challenges Requires from HR Leaders <ul><li>Cultivating creative leaders </li></ul><ul><ul><li>CHROs need to focus on facilitating the development of energized leaders with a flair for thinking about opportunities and challenges in completely different ways. </li></ul></ul><ul><ul><li>These leaders must be able to provide direction to, as well as motivate, reward and drive results from an increasingly dispersed and diverse employee base. </li></ul></ul><ul><li>Mobilizing for speed and flexibility </li></ul><ul><ul><li>Companies must be willing to simplify processes and provide fast, adaptive workforce solutions to meet the requirements of a quickly changing marketplace. </li></ul></ul><ul><ul><li>A responsive human capital supply chain and the ability to fluidly allocate resources are essential for competitive differentiation in today’s tumultuous environment. </li></ul></ul><ul><li>Capitalizing on collective intelligence </li></ul><ul><ul><li>Tapping into a broad base of institutional knowledge is critical to developing and maintaining an innovative culture. Enterprises must adapt innovations, apply them across their organizations and find new ways to connect people to each other and to information, both internally and externally. </li></ul></ul>

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Some comments from your peers

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Agenda for today <ul><li>Social Business </li></ul><ul><li>Use Cases of Social business into HR </li></ul><ul><li>Reference Cases </li></ul><ul><li>Demo </li></ul>

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The 5 th Era of Transformation People have the Info… Real question is “How to retain/use it ? “ Mainframe Departmental PCs Internet Social

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91% of adults use a social network 800M Active facebook users 510,000 comments per minute 200M registered users 119M tweets per day 100M Linkedin Members One New user each minute Status Quo of Social Tools usage People Interaction inSocial Networks generate Explicit Knowledge ! If Knowledge is there.. I can search and find it !

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Social Business Social Media Marketing and PR Focus in the Organizations and processes Social Media vs. Social Business Conectado Transparente Ágil

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Why this is important to me ? Social Tools – What you really get from them. Blogs – Express Opinions Communities - Congregate Files – Share content Micro-blogging - Share Profiles – Be found Activities Bookmarks – Share content Forums - Reach common sense 0 Wikis – Keep Info Updated Social Analytics -

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Social Business Framework Product Development and Service Marketing, Customer Service Enhance Customer Relations Speed to Market Flexibility RH / Operations Results Social Business Traditional Enterprise <ul><li>'Push' marketing </li></ul><ul><li>Brand Control </li></ul><ul><li>Invertir en I+D </li></ul><ul><li>Ideas de expertos </li></ul><ul><li>Separate Units </li></ul><ul><li>Rigid Process </li></ul><ul><li>Listen to Market </li></ul><ul><li>Generate Sponsors </li></ul><ul><li>Joint Development </li></ul><ul><li>Connect with Experts </li></ul><ul><li>Build Communities </li></ul><ul><li>Create trust Relationships </li></ul>

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Social Business Maturity Model

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Agenda for today <ul><li>Use Cases of Social business into HR </li></ul><ul><li>Reference Cases </li></ul><ul><li>Demo </li></ul>

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Growth in Latin America 2010/2011 figures <ul><li>Average Expected Growth 5.2% </li></ul><ul><li>Low Average Unemployment 8.2% - > 7.8% (16 M people got a job !) </li></ul><ul><li>In colombia Unemployment rate 2010 2011 was 14% – 9% </li></ul><ul><li>Expected > 3% growth in 2011 </li></ul><ul><ul><li>Argentina </li></ul></ul><ul><ul><li>Brazil </li></ul></ul><ul><ul><li>Bolivia </li></ul></ul><ul><ul><li>Chile </li></ul></ul><ul><ul><li>Colombia </li></ul></ul><ul><ul><li>Dominican Republic </li></ul></ul><ul><ul><li>Mexico </li></ul></ul><ul><ul><li>Paraguay </li></ul></ul><ul><ul><li>Panama </li></ul></ul><ul><ul><li>Peru </li></ul></ul><ul><ul><li>Uruguay </li></ul></ul>

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*IBM CHRO Study, 2010 “ Our current stance is defensive to protect our profits under difficult economic circumstances; however, over the medium and long term, our agenda is geared toward global growth.” Director de Operaciones, UK Organizations are transforming their strategies – Growth with Efficiency Today In 3 years Better Efficiency 44% 64% New Market and Segments 31% 44% Develop New Products and Services 35% 48%

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HR process that have “fit” for Social Business <ul><li>Sourcing and Recruiting </li></ul><ul><li>Marketing and Communications </li></ul><ul><li>Connecting with Experts and colleagues </li></ul><ul><li>Job Lists </li></ul><ul><li>Curriculum Management </li></ul><ul><li>Marketing & Communications </li></ul><ul><li>Presence </li></ul><ul><li>Auto Service </li></ul><ul><li>Onboarding </li></ul><ul><li>Communities for new employees </li></ul><ul><li>Employee Development and Leadership </li></ul><ul><li>Internal Communications </li></ul><ul><li>Coaching and Feedback </li></ul><ul><li>HR Operations </li></ul><ul><li>E-learning / Social Learning </li></ul><ul><li>… </li></ul>

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Social Business for HR and Talent Management (*) “The rise of the networked enterprise. Web 2.0 finds its payday” – McKinsey Global Survey Results, 2010 (**) Based on Business Value Assessment results for HR and Talent Management Opportunity (ROI)** Better Retention and engagement <ul><li>Faster On-boarding & M&A = 10% cheaper </li></ul><ul><li>Reducing new employee training costs in 15% </li></ul><ul><li>Reduction on trips can generate at least US$ 2k dollars per employee/ year </li></ul>

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Centralized Open and collaborative Ad-hoc Collaboration Focus in Communities Focused in Metadata Relevance / Tags / Rating Usually Internal In / Out of the company Content Focused Focus on people Tradicional KM Focus on content, store, retrieve, management Social Knwoledge Mgmt. Identify what is relevant to whom.. Social KM is a smart Approach

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Bernardo / Carolina and Old Cars – Social Learning

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Agenda for today <ul><li>Reference Cases </li></ul><ul><li>Demo </li></ul>

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Fostering Innovation Speed and Flexibility Creative Leadership

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A Sample Case of Ideation Success <ul><li>Largest bank in South America </li></ul><ul><li>Business Challenges </li></ul><ul><ul><li>Better customer Service </li></ul></ul><ul><ul><li>Agency Remodelling project </li></ul></ul><ul><ul><li>Enhancements on the web site to make it more appealing and foster UpSell – Cross Sell </li></ul></ul><ul><li>Employees are also customers  </li></ul><ul><ul><li>Launched an Ideation that ran for a week </li></ul></ul><ul><ul><li>Hundreds of excellent ideias </li></ul></ul><ul><ul><li>Many of them graduated </li></ul></ul><ul><ul><li>Enhacements on their web site, agency lay out and customer support process </li></ul></ul><ul><li>The best and most voted ideas received a prize </li></ul>

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Fostering Execution Speed <ul><li>It’s all about </li></ul><ul><ul><li>What you do not know </li></ul></ul><ul><ul><li>How to Reach People </li></ul></ul><ul><ul><li>To find an answer for a business Problem </li></ul></ul><ul><li>Answers rely on </li></ul><ul><ul><li>Content </li></ul></ul><ul><ul><li>People </li></ul></ul><ul><ul><li>Places </li></ul></ul>http://www.managementexchange.com/story/shift-changes-way-cemex-works

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Client Conectivity

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Objetivos: Estrategia:

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Con el correcto programa, la adopción es viral

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Sogeti Objective – Connect Consultants Reducing Costs <ul><ul><li>Corporate Culture </li></ul></ul><ul><ul><li>200 Offices 14 Countries </li></ul></ul><ul><ul><li>Better Response time = finding experts reduce the consulting costs making their proposal more appealing to customers and precise on results. </li></ul></ul>“ People are finding each other, creating new services. It could be an extremely valuable part of our culture.&quot; – Erik van Ommeren

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Track 3: Optimizing the Workforce Social Businesses improve the effectiveness of their people and unlocking talent and skills that otherwise might have gone unnoticed. Now more than ever, leaders need to focus on rapidly developing workforce skills and capabilities, fostering collaboration and knowledge sharing, and developing future leaders. Learn from experts leading the way in workforce transformation, who will share their successes in developing and bringing together the right talent at the right times to support better, faster solutions to business problems. Join the Connect conversation with #IBMConnect Register at: ibm.com/connect

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Gracias !

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Cultivating Creative Leaders 2008/2009 2010/2011