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"« Après le e-learning, le social learning [apprentissage social] est le nouveau concept qui doit révolutionner la formation dans les années à venir. Cette approche collaborative de la transmission des savoirs a réellement pris son essor avec le développement des réseaux sociaux. Les technologies du web2.0 permettent désormais de regrouper, de structurer et de diffuser les savoirs informels contenus dans une entreprise. Pour le plus grand bénéfice des collaborateurs, qui s’en trouvent plus impliqués et motivés, et des clients, qui voient la compétence de leurs interlocuteurs améliorée. Mais aussi des DRH [ressources humaines], pour qui ce mode de formation collaboratif représente une opportunité peu coûteuse, rapide et efficace de capitaliser les connaissances présentes à l’intérieur de l’entreprise et d’en favoriser la diffusion. Le social learning devrait venir compléter l’offre existante de formations traditionnelles, présentiel et e-learning, et favoriser l’avènement de l’entreprise collaborative."

sociallearning skills competencies

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En veille sur les tendances et les besoins émergents des entreprises, la société Aastra a lancé une enquête en partenariat avec NotezIT, demandant aux cadres dirigeants des entreprises françaises de tous secteurs et toutes tailles confondus «Êtes-vous un collaborateur 2.0 ?». Cette enquête, publiée le 26 avril 2012, montre que si les dirigeants sont séduits, ils sont encore réticents au changement entrainés par ces outils 2.0. "

enterprise2.0 socialbusiness culture competencies skills ROI management

"What will be required is a completely new range of services – which we might call non-training services – that are focused on supporting continuous performance improvement and learning in the workflow as people do their jobs.

The Workplace Development Services (WDS) framework has therefore been developed to help organisations understand the range of new services and activities that will be required, as well as the tools and platforms to power these activities, and the new skills and mindset involved."

learning training support collaboration performance socialsoftware enterprisesocialsoftware skills mindset

" many Millennials are inhibited by anxieties peculiar to our time. I’ve already spoken of the FOMO problem. In this post, I want to share some of the other blockages that Millennials tell me afflict them. Next week, I will share techniques that I’ve found helpful in overcoming FOMO and these other inhibitors of building, creating and doing."

humanresources millenials gtd productivity purpose skills

"If you're a digital native, you should be aware that the internet may have partially rewired your brain in such a way that when you meet people face to face, you're less capable of figuring out what they're thinking. "

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"Here's a very serious question: Are the tools your company's employees use to do their job more or less motivating to that end than the apps, games, and social services they use to do something other than their job? Put another way, does the software your people use for play improve the quality of their work, more than the software they use for work?"

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"With more analytics about which organizations need help and which people are available, we could create a true marketplace for people looking to donate their time and skills."

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"It's rare to find a corporate human resources function that accelerates change by actively finding ways to help drive new strategies. Most HR groups sit back and wait for requests from the business for administrative people transactions. In their role of stewards of policy compliance, they can tend to be a brake on change.

But not at IBM. Its HR function has been instrumental in the $100 billion company's metamorphosis from a floundering computer manufacturer in the 1990s to a prosperous software and consulting services company today. HR has helped the organization absorb more than 125 acquisitions since 2000, and integrate globally, saving $6 billion since 2005."

IBM hr change casestudies skills teamwork culture training leadership mentoring enablement analytics brand hrbranding

"Shifts in global, societal, technological, economic, and socio-political trends will shape the future of work. The culmination of these distinct trends across multiple facets of societal and technological advancement will lead to an increased use of game mechanics in the workplace of the future. Over the last several years, several Microsoft teams have deployed “productivity games” to improve software engineering processes through the application of game mechanics. Augmenting a business process with game mechanics has led to significant productivity improvements. These lessons support the notion that games can – and will – be an important component of the workplace of the future."

work gamification productivity skills behaviors

"From legions of independent consultants to cities dotted with coworking facilities, the future of work is virtual, online and global.

As the year draws to a close, you may be assessing your career plans against the backdrop of holiday hoopla and the uncertain employment climate. To get a leg up, grab an eggnog and read on to learn about trends that could change how you’ll be making a living in the years to come:"

consulting work workforce independentworkers independence skills coworking learning

"L'initiative dite de la promesse numérique (Digital Promise Initiative) est un projet de la Maison-Blanche consistant à bonifier l'utilisation des technologies dans les écoles américaines.

Pourquoi maintenant ? Parce-que l'école américaine n'a pas été en mesure de suivre le rythme accéléré des progrès technologiques et réseautiques des dernières années, et de s'y adapter en conséquence"

education digitalpromiseinitiative humanresources technology competencies skills

"There's mounting evidence that Moore's Law applies to commodity work -- labor that can be produced by many different individuals with a minimal amount of training. It's difficult to distinguish the output of one commodity worker from another, just as it is difficult to differentiate wheat grown on one farm from wheat grown on another. If Moore's Law applies to commodity work, commodity workers are in big trouble."

productivity work employment mooreslaw commodity commoditywork skills

"« En France, “la débrouille”, le fait de “faire avec” sont encore considérés comme des moments ponctuels, des accidents de parcours, qui, s’ils se répètent, risquent de mettre en péril la rigueur et la lisibilité du système. » Cette notion fait pourtant référence à des compétences fondamentalement positives dans les pays anglo-saxons, dans des domaines aussi variés que l’innovation, l’entrepreneuriat, des systèmes d’information… Le manager bricoleur est donc un profil précieux pour une entreprise,"

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"A faltering economy explains much of the job shortage in America, but advancing technology has sharply magnified the effect, more so than is generally understood, according to two researchers at the Massachusetts Institute of Technology. "

machines jobs skills employment unemployment computers Automation creativity

"Un quart des cadres sondés par L’Atelier BNP Paribas seraient favorables à une évaluation de leurs compétences via les réseaux sociaux. La démarche permettrait d’évaluer des compétences que les cadres jugent insuffisamment prises en compte, du relationnel à l’animation ou encore l’implication dans la vie de l’entreprise. Une (r-)évolution, qui n’est certes pas imminente, mais certaine d’après les experts de L’Atelier."

hr hr2.0 evaluation appraisals performancereview performanceappraisal socialnetworks enterprisesocialnetworks communication skills

"You know your organization needs to change. You've developed a strategic view about where you need to go and you've matched that up with an understanding of the changes that will require in your culture. You've thought very hard about organizational mindsets and personal behaviors that will need to shift to get there. Now, you actually have to do something to shift them. "

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In researching this topic, we drew on IFTF’s foundational forecasts in areas as diverse as education, technology, demographics, work, and health. This content was enriched and vetted at a workshop that brought together experts from a wide range of disciplines and professional backgrounds. During this workshop we engaged experts in a number of group exercises to think through key drivers of change and how these will impact workplace skill requirements.""

humanresources skills sensemaking adaptivethinking culture filtering collaboration virtualcollaboration competences computationalthinking transdisciplinarity workprocess

"Un forum autour des RH 2.0 soulevait récemment la question de « pourquoi laisser les employés auto-déclarer leur compétences dans le réseau social de l'entreprise? ». Cette question fait partie des quelques unes au cœur de la démarche d’entreprise 2.0 qui soulèvent de nombreuses interrogations. Elle traduit très concrètement la philosophie même du 2.0 et révèle aussi certaines craintes qui lui sont rattachées"

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Challenges in building virtual communities

In reflecting on the experiences accumulated to date by companies seeking to build virtual communities, I’d like to focus on four challenges:

communities virtualcommunities language skills integration organization organizationalbarriers ROI returnonattention returnoninformation ROS returnonskills socialsoftware collaboration metrics benefits

Instead of strategy as Big Bang, what about strategy as Habit? ALL organizations require strategic thinking to succeed, but few organizations actually face the dramatic moment -- ever, or certainly very often. If that is true, then the sweet spot for strategy is something more routine, more "everyman", more evolutionary, more of a living process. Strategy as Habit has 2 components, in keeping with the 2 primary definitions of the word "habit": (1) a regular practice and (2) a long, loose garment worn by a member of a religious order. (In case you've forgotten that second definition: picture here). Strategic thinking is a recurrent, involuntary action. Our strategy is both a content statement and a style statement, both of which define and identify our team. Strategy is participative. Strategy has structure without being overly constrictive.

strategy staff mckinsey 7S socialenterprise people peoplecentrism structure skills sharedvalues values style systems humanresources talentmanagement talent