Roadmap to Enterprise 2.

0: Impact of the
Social Web on Talent Systems
Jun Cruzat Dimitri Boylan
HR Systems ManagerPresident & CEO
Housekeeping

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Introductions

‣Jun Cruzat – HR Systems Manager, Pixar

Animation Studios

‣Dimitri Boylan – Founder and CEO, Avature

‣MODERATOR – Michael Johnson, Director of

Business Development, Avature
 The Web 2.0 Trend - Observations

‣ Web 2.0 triggered a populist adoption of the Internet as a social

tool – and a place to ‘hang out’
‣ In the public domain, software ‘wins’ by gaining wide acceptance
through viral adoption
‣ And the value of the networks increase as more people adopt it

‣ Most software innovation is currently taking place in the public

domain
‣ This software advancement has taken place outside of the
hierarchical command & control environment of corporations
‣ While many corporations have embraced Web 2.0, most are not
sure how to incorporate it into their infrastructure and leverage it
as a business tool
Impact & Consequences

‣Social dimension of computing explodes

‣Amount of free public data explodes
‣Barriers between corporate systems and
public systems get blurred
‣Corporate standards of usability fall behind
public system standards
 Beyond the Buzz Word

‣ Rich user experience, egalitarian methods of

collaboration, user participation, dynamic content,
adaptive systems, metadata…
‣ Data driven network effects – participants actions alter
the experience of other participants
‣ "models where masses of consumers, employees,
suppliers, business partners, and even competitors co-
create value in the absence of direct managerial control”
‣ The continuing technical evolution of the browser.
‣ The rejection of older technology as “no longer
acceptable”.
 Status Report

‣Facebook, Twitter, MySpace, etc. are the new models of

building and maintaining social connections
‣LinkedIn is the new career portal
‣Blogs are the favored tool of self-expression
‣Sites like YouTube and Flickr have quickly become the de
facto content management systems for the public domain
‣Wikis and forums are changing the way we collaborate
 Web 2.0 Significantly Impacts Human
Capital Management (HCM)

A new generation with new

Career profiles of standards for freedom of
candidates and expression, freedom of
employees expand from association, etc. join the
a simple resume or HRIS work force.
forms to an unstructured
network of relationships,
personal profiles, blogs,
forum comments, and
endorsements. Social software
challenges the
underpinning principals
of modern social
industrial organization
and the Enterprise
software that
supported it.
 Why You Should Care

‣ Like it or not, the 2.0 phenomenon is entering the workplace

‣ “ The generation entering the workforce is different. They are used

to RSS, to feed readers, to Google, to iGoogle, to Netvibes, to Pipes,
to relevance and ranking, to wild cards. And they won’t put up with
our trashy way of doing things. Not even for money. So next time
you look at a humongous monolithic system using arcane
meaningless codes and chundering pages of tripe, start planning to
replace it. That’s if you want to attract employees from the coming
generations.”
- RJ Rangaswami - CIO of the Year by Waters Magazine in 2003,
CIO Innovator of the Year by the European Technology Forum
in 2004. One of technology's 50 most influential individuals in
the silicon.com Agenda Setters poll in 2007.
Social Technographics Groups -
Definitions

Source: Forrester’s NACTS Q4 2006 Devices & Access Online Survey

Adoption Trend by Forrester Research
 The No Choice Option

‣ The good news – CIO’s get it – or at least getting it is on

their list of things to do.
‣ The bad news is they may not really get it – because
they may see Web 2.0 from a purely technical
perspective.
‣ Worse - they might say “we get it better than you
because it’s technical anyway – you don’t understand
asynchronous communication do you?”
‣ Worst – your competition really does get it, and takes full
advantage of it and you don’t.
What You Need to Know About E2.0

‣ Older software is becoming commoditized because it does not

take advantage of the network (cloud)
‣ Competitive advantage will come from the use of systems that
“harness network effects” of systems inside larger systems
‣ IT and the Business need to support each other, but you should
recognize that IT may not be a leading player in the decision
process anymore
‣ The real focus is on adaptable functionality within the network
‣ Good news is that Web 2.0 is not hard to understand
‣ The better news is that its social focus will make it easier to
model real peoples behaviors inside the Enterprise
‣ The best news is that Enterprise 2.0 has a ‘light weight’ and
flexible design, that will make it easy to model and re-model
your implementation over time to optimize the use of the
software as a tool
 The Essence of 2.0

‣ The mechanistic world view of 20th Century industrial organization dominated

the first 50 years of software development: the idea that the corporate world
is a stable, closed system driven by repetitive tasks and known problems.
‣ The open ended, social, collaborative, flexible, bottom up process development
oriented - less control and more individual freedom – less mechanistic – model
is the fundamental underpinning of post-modern software
‣ Personality and Identity are the essence of Web 2.0, the essentials of
Enterprise 2.0, and the Holy Grail of Talent Management 2.0
‣ Personalization is more than being able to select your screen colors! It’s being
able to design and organize the data your way.
‣ And Personality is more than personalization – it’s knowing who the users are,
what they are doing, and what they are thinking.
‣ The Rise of Culture in Applications
‣ Culture – a common definition - “pattern of basic assumptions - invented,
discovered, or developed by a given group as it learns to cope with its
problems of external adaptation”
Culture

1. Social

2. Fast

3. Personal

4. Connected
On the Road to 2.0 – take a look at live
systems

‣ Wikis

‣ Rich Application Interface

‣ Journaling & Communication

‣ Meta-data Tags

‣ Live Search

‣ Web Forms

‣ Floating Navigation Bars

‣ Virtual API
Onboarding Wiki at Pixar
 Onboarding Wiki at Pixar

 Solving the onboarding issue with interns/residents (these are

millennials)

 Created using a wiki (google sites) by the university relations

team (HR folks not a webmaster/IT)

 Has wiki features (usable/no training needed, secure, auditable,

with version control)

 Quick implementation of version 1 (1 month)

 Always improving and changing (iterative, perpetual beta)

 Effectively solves the problem and continues to solve other

problems as we discover them.
Recruiting CRM Application
 Adaptive Systems

‣ Built using ‘Light Weight Programming Models’, they are more capable of changing
based on environmental realities

‣ Unlike traditional enterprise software, which imposes structure prior to use, this
generation of software encourage use prior to providing structure

‣ These systems are more likely to capture the collective intelligence of the user base

‣ They are less dependent on upfront analysis and implementation configurations

‣ They have a lower risk of obsolescence driven by ‘out of system’ workarounds

‣ A new generation of management will demand these types of systems

 Talent Management 2.0

‣ The functionality is still not defined by the practitioners

‣ If the practitioners try to connect the dots from one code heavy legacy system
to another: ATS to Payroll centric ERP, they will never get the system they want.
‣ Practitioners need systems that support their search for the functional ‘sweet
spot’ of Talent Management
‣ ‘Plusing’ – Pixar’s Folksonomy – improvement through iteration – building upon
the ‘things that work’
‣ Scale issue – how does a 50 person HR department communicate with a 10,000
person enterprise and build a culture – scale is what good software is most
capable of
‣ Social centric systems that can be optimized through a series of iterative
experiments in how people use computers to achieve business objectives
‣ and that scales easily across the whole organization
‣ Systems people want to use
Thank You

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‣To receive a copy of today’s presentation, please
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