CoffeeCasts- Enterprise Social Networking in Talent Management - 6 Use Cases
- #1: Onboarding
- #2: Performance Management
- #3: Informal Learning
- #4: Workforce Planning
- #5: Alumni & Retiree Networks
- #6: Extended Enterprise
Onboarding Use Case - Enterprise Social Networking in Talent Management from Cornerstone OnDemand on Vimeo.
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Charles Coy: Hi. Welcome to the Cornerstone Coffee Cast Series. I'm Charles Coy director of Cornerstone Product Marketing. Today I'm having a half-caffe macchiato. Won't you join me?
Today's Coffee Cast we're going to talk about enterprise social networking in talent management and we're going to do this in a few use cases. Part 1, today: Onboarding.
The first use case we're going to talk about is employee onboarding. So the use of enterprise social networking tools to help boost your processes around strategic employee onboarding; this is use case number one for how we tie enterprise social networking into talent management processes that we're doing already. Because, as I like to say, if you can't make the business case for it there's no point in talking about all the blogs, and wikis, and podcasts, and buzzwords... you have to find real concrete business impact. So when it comes to employee onboarding I think we can start by saying the companies like Cornerstone already have systems in place to help clients convert that tactical employee orientation process—where you're sort of buried in paperwork for a week and you fill out the forms and you meet a lot of people—but ultimately you don't necessarily retain a lot. That's orientation. Strategic employee onboarding is something Cornerstone already helps clients with. It's the ability to build out a really rich, dynamic curriculum for a new hire, and ultimately tie in all of the various pieces of an orientation and onboarding program to cut time to proficiency. So if you are in an industry where you happen to have high employee turnover this can start to become a real cost saving type of program; where, if you can cut time to proficiency, by a day, a few hours, a week, depending on what type of employee you're onboarding, that can add up to real savings. This is something that talent management systems can already help your company with, that is moving to a strategic employee onboarding position—where you're doing the paperwork and the tactical stuff—but you're also starting to tie it into training programs, goal management, to performance.
Social networking tools are obviously really well aligned to help improve this employee onboarding program by tying in what the Aberdeen research firm has noted as the missing element: socialization. And so, whether it's tying in to people that I'm going to work with—perhaps even before I set foot in the door for the first day. Starting to link up with the people I'm going to be working with, or other new hires, social networking tools like Cornerstone Connect do a great job of linking you as a new hire to the people you are going to be working with, and ultimately that socialization piece is very important.
It might be tying to people, it might also be participating in a community of practice, like the new hire community where the company could have a wiki for example that talks about corporate history and corporate culture, or discussions going with other new hires, or documents and files that might help me get up to speed faster. When done in combination with the other parts of strategic employee onboarding—the training and of course the paperwork and all the required benefits and payroll kind of things you have to do—if you can tie in the socialization piece we think this a critical way for using enterprise social networking in talent management. So that's use case number one: employee onboarding.
There are others in the series. And we hope to hear from you soon!
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