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
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Charles Coy: Hi. Welcome to the Cornerstone Coffee Cast Series. I'm Charles Coy Cornerstone's director of Product Marketing. Today I'm enjoying a venti chai latte. Spicy!
We're talking about Enterprise Social Networking in Talent Management and today we're doing part 3: Informal Learning in Talent Management.
So we're talking about explicit business cases or uses cases for enterprise social networking in talent management. We're trying to find real concrete ways to make social networking work in the context of talent management, or HR or training, and use case number 3 is social learning, or informal learning. This is something that has been talked about a lot and it's obviously another great use case for enterprise social networking in talent management.
Now, if you listen to part 2, you hear me reference professor Rob Cross, who talks about how social networks drive high performance in organizations. Well another gentleman named Cross, Jay Cross, who is probably well known to many of you in training and development and talent circles, has made an observation—at least I attribute it to Jay and I hope I am correct in doing so—the sort of 80/80 rule. 80% of training budgets today are spent on formal learning. So that's instructor led training, elearning, even virtual classrooms—formal structured learning. But fully 80% of what people actually learn is informal, it's collaborative, it's on the job, it's at the water cooler, it's from a mentor, it's from a work group. So that's this 80/80 rule that Jay Cross mentions and I don't know if it's actually 75%, 70% or something, but I think it's a fair observation that most training budgets are spent on this formal structured learning but most of what people actually learn is informal or unstructured.
Obviously, as a talent management provider, Cornerstone wants its clients to continually take advantage of all the great things we can do around administering instructor led training, delivering elearning, delivering virtual classrooms, delivering all the structured training; but we also think it's important for corporations to evolve their LMS strategy to include collaborative learning, to include social learning. And so, informal learning, as Jay Cross observes, happens all the time whether we like it or not. The question is can we use a talent management system—particularly one like Cornerstone Connect that includes enterprise social networking tools—to start to drive informal learning, to start to account for it, maybe start to track it a little bit although by its very nature informal learning is something that we might not be able to precisely track or even should want to track in the same way we track more formal types of training.
Jay Cross also notes that knowledge workers generally waste a third of their time looking for information and trying to find the right people to talk with. So if we're going to continue to use this idea of using social networking in different areas of HR and talent practice to make our employees smarter, to make our employees better at their jobs, to make them high performing employees, including informal learning as part of your LMS strategy is a slam dunk and it makes a lot of sense. So this has been use case number three: Informal Learning. There are others in the series. And we hope to hear from you soon.
For more information call (888)-260-0406.
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