Interestingly, I recently learned that the term ‘stakeholder‘ was coined at Stanford Research Institute in 1963 to describe ‘those groups without whose support the organization would cease to exist‘. I then started thinking about the term ‘table stakes‘, which lead me to Wikipedia. Table stakes: … refers to the minimum entry requirement for a market or business arrangement. It can refer to pricing, cost models, technology, or other capability that represents a minimum requirement to have a credible competitive starting position in a market or other business arrangement. HR is both table stakes and a stakeholder for an organization. It gets an unbelievably bad rap in some circles, but these days, I don’t believe it’s about HR needing a seat at the table. In fact,
hr 2.0 Archive
As I’ve said before, micro-blogging inside an organization could be coined the ‘liquid knowledge network‘. There is so much to like about it. The following 6 use cases are intended for nascent users who might not fully appreciate the myriad benefits to micro-blogging inside an organization. 1) I’ve got a question When an employee is tapped into the micro-blogging platform, he or she now has access to the collective intelligence of the entire organization in ways email, phones and meetings will never reach. Ask a question on the micro-blogging platform and the spirit of human collaboration will surface with an answer more readily than if trying to find the ‘right person’ to answer the question in more traditional ways. 2) I’ve got something to share Putting paper notices
I was fortunate to recently present at The Conference Board of Canada and its HR Executives forum in my backyard of beautiful Vancouver. In that 60-minute discussion I presented the relationship between the theories and frameworks that I strongly believe in; connected learning, open leadership and collaborative technologies. Over the past decade I’ve been in positions to publicly speak, both internally and externally, well over 200 times. I get such a thrill out of the experience, of giving back, of dancing around on stage pretending I know what I’m talking about. But the most important part of any speaking engagement is the interaction with the audience, the questions and dialogue that occurs during or after, not to mention the opportunity to add more people to
When I read recent news that Taleo had purchased Learn.com, to be honest, I was pleasantly surprised. (and not just for my buddy Dave Wilkins) No, not because I’ve been yapping about the need for the Standalone LMS to go the way of the dinosaur and thus feeling a sense of vindication, but for a new reason. There is a new showdown upon us. Talent Management versus Collaboration Systems. Now that the Standalone LMS domino is falling, we can now turn our attention to the looming next battle which, in my opinion, will be between Talent Management Systems and Collaboration Systems. (links are to Wikipedia entries) Maybe I’m off my nearly 40 year-old rocker, but to have separate Talent Management and Collaboration Systems in an
- 1
- 2