Bertrand Duperrin's Library tagged hrcommunication →  View Popular, Search in Google

2. Interactive training/learning

 

It’s nice not to have to leave the intranet to access company training. But enough of boring manuals and Powerpoints! Instead, how about an annotated slideshow followed by a quiz?

4. Video tutorials of common HR transactions

 

Not all forms are easy to fill out; some of them can be confusing, even to a smart employee.

5. Common employee mistakes and how to avoid them

 

Just as employees have FAQs, they also have FMMs — Frequently Made Mistakes. Nip them in the bud by alerting employees to, for example, mistakes they typically make when making benefit claims, or common errors made that delay travel requests

6. Career advancement tools

 

Job vacancies are fine, but employees also need to know how to actually get these jobs.

7. Superstar employees

 

Forget choosing an Employee of the Month based on sales performance or some other achievement. Instead, shine the spotlight on each employee. Give every employee one day of fame on the intranet by featuring them on the home page

8. Staff opinion

 

Give employees a chance to have their say in polls, discussion forums, and internal blog posts.

9. Relevant laws

 

Companies aren’t only governed by company policies, but also by government laws covering labor, privacy, sexual harassment, etc. To an employee who needs to refer to these laws, it’s a big help to find them right in the intranet and not have to Google them.

10. Wellness

 

It’s great for HR to think of employees’ well-being beyond the office. Little reminders, cartoons, articles, videos and other resources that help employees with health, fitness, diet, and stress management would be highly appreciated.

Enfin, le groupe a également lancé un réseau social interne au niveau monde en juin dernier. Le groupe y travaillait depuis un certain temps. Nous l’avons appelé Engage. Aujourd’hui, nous enregistrons environ 33 000 connectés sur une population totale de 77 000 salariés.

Les salariés et les managers voient mieux ce qu’est l’offre RH et cela nous permet de faire grandir la fonction RH en interne.

Ainsi, Engage nous permet, en interne, de voir fonctionner un réseau social grandeur nature et de voir ensuite ce que l’on peut proposer à nos clients.

Il n’y a pas de contrôle ou de contraintes, ni de modération a priori. Nous avons un code de bonne conduite, le même que ce qui s’applique sur le Web en général : toute personne qui publie quelque chose s’engage en son nom.

De même, avec un outil comme Engage, on commence à voir des solutions sortir plus vite pour les clients. Les salariés commencent à travailler autrement. Au fur et à mesure, on va avoir des retours concrets.