Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.
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"robust LinkedIn profile." >> Create Boolean search strings, and use advanced search techniques. >> Assist in placing employment ads with appropriate sources, including Websites and social media. "We've heard the buzz about social re- cruiting," says Bruce Murray, chief execu- tive officer of Wanted Technologies. "Facts are showing that forward-looking compa- nies are now expecting their recruiters to have mastered this core competency. Social recruiting has moved beyond 'buzz' and is definitely mainstream." MOBILE, SOCIAL LEARNING GROW "One of the challenges is supporting learn- ing aſter formal learning events," says Lom- bardi. "Formal has to be supported in new and different ways with new technologies. Te ability to collaborate and interact aſter a formal learning event is where mobile and social can really come into play. "Among leaders, formal learning pro- grams are still high on the list of effective means of knowledge transfer, but a lot of the other means have to do with collaboration, mobile and social: participation in cross- functional teams, tapping into subject-mat- ter experts, and frequent informal feedback from managers." Lombardi notes that "Best-in-Class" companies are 37 percent more likely than all other organizations to use social learn- ing as a delivery modality within their for- mal learning strategy. "Mobile and social go hand-in-hand today, even though they are different enti- ties," she continues. "Wherever mobile tools are being used in HCM, there are two sides to the coin, and both must be included when planning your mobile learning strategy. Tere's the employee or learner experience, and there's the admin- istrative side: how a company can make things more efficient. It has to start with the learner, so organizations are looking for mobile tools to push that learning out, to let people access learning in new ways, to connect people with coaches and subject- matter experts. But those are not mutually exclusive to some of the efficiency benefits." Although 96 percent of respondents to an Aberdeen survey say their mobile learning tools are aimed at employees, 39 percent include customers and 35 percent 25% 0% Synchronous online training Online learning portal Off-the-shelf learning content Learning management Learning content Virtual classroom system (LMS) development technology services Source: Aberdeen Group survey, Oct. 2010 include channel partners and resellers. Barriers to implementing or expanding mobile HCM: 1) Insufficient budget to purchase necessary technology 2) Concerns about security of company and/or employee data 3) No perceived need "Workers expect to be able to look at con- tent from whichever screen they choose," Lombardi adds, "and we're also seeing dif- ficulties with organizations linking learning programs to business results. Keeping col- laboration around the learning is one of the things that can help prove that." OF NOTE… Te Society for Human Resource Manage- ment also notes these current trends in HR's relationship to existing technology: >> Mobile access - Employees will expect HR departments to provide mobile access to core HR functions. >> Virtual conferencing - HR professionals will increase reliance on videoconferenc- ing as well as help business leaders adopt this technology in appropriate ways. >> Into the cloud - Soſtware-as-a-service as well as cloud-based soſtware solu- tions will become the preferred direc- tion for HR technology. >> Leverage - HR professionals will con- tinue to move away from viewing their role in social media as a policing func- tion and more toward helping business leaders leverage social media for maxi- mum employee engagement. >> Autonomy - HR managers will gain Government Elearning! July / August 2012 31 more autonomy and flexibility in mak- ing as well as cloud-based soſtware solutions will become the preferred direction for HR technology. >> Getting linked - HR information sys- tems solutions will offer integration with social media. TAKEAWAYS Key takeaways from observing the state of human relations/capital management this year, according to Lombardi, are: 1) Learning is a critical element of orga- nizational performance, and the bigger the footprint of learning within, and even out- side, your organization, the bigger impact. 2) Organizations today face the challenge of delivering knowledge in a consistent way to many audiences through multiple delivery channels. Tis is where technology can help. 3) Technology is the key to helping orga- nizations overcome these key challenges — but it's very easy to fall in love with shiny objects. Te use of technology must suit the business need. View the Webcast, Visit the Expo View Mollie Lombardi's Webcast on Learning! 100 Best in Class at http:// www.2elearning.com/events/web- seminar-series.html. Learn more about these topics at the Enterprise Learning! Conference & Expo, Sept 25-27, 2012, at www.ELCESHOW.com. CHART 3. TOOLS AND SERVICES UTILIZED TO SUPPORT LEARNING 75% 66% 50% Best-in-Class 63% 52% 50% 46% 39% Percentage of respondents