Three To See - w/c 26-Apr-10
In this week's Three To See: the CHRO/CIO connexion, incentives for all and social graphs.
The clip below of Tim Ringo, Global Human Capital Management Leader for IBM, featured in The Man behind crowdsourcing IBM's workforce on the Crowd Source Capital blog.
Ringo makes some interesting comments on the interplay between the CHRO and CIO, the role of HR and the increasing use of specialist solutions for talent acquisition and management.
My next pick is Paul Hebert's post to Incentive Intelligence: Incentives Aren't Just For Sales.
Hebert shares the chart below as a primer for achieving particular business outcomes by inciting the desired behaviours of people in a range of roles - not solely through sales people hitting sales targets.
In the post he says:
"Your expertise in understanding your company and the costs and revenues that drive your profitability aligned with an understanding of how to influence behavior correctly (that’s a key word – don’t skip over it) can have a huge impact on your business bottom line.
Don’t assume that sales is the only place where incentives can have an impact. Review the chart and ask yourself – “Are you doing anything in any of the areas other than sales to positively impact behavior?”"
My final pick is from the Fistful of Talent blogging community. Social Graphs - Soon-to-be Breakthrough Coming to a Recruiting Team Near You by Josh Letourneau is a superb exploration of social mapping as a way of identifying and then soliciting talent.
The post contains links to some great reference material and insightful comment - such as this statement that I think helps to describe the difference between social media and social networking:
"it's not the person or where they 'hang out', congregate, or lurk on the web that matters - rather, it's their pattern of connections, and more importantly, how and who they connect with online."
Letourneau ends on the point below:
"Now, I'm not suggesting that passive identification of other A-players through the strength of their ties is a fool-proof magic-bullet to solve all of Recruiting's woes. However, I will go on record to say that this technique is much more offensively aggressive than hoping A-players make employee referrals on their own."
What do you think?
Tags: ASP, engagement, Hebert, IBM, incentive, incentivise, Letourneau, motivate, motivation, network, Networking, performance, productivity, Ringo, SAAS, Social, talent acqusition, Talent ManagementThis entry was posted on Friday, April 30th, 2010 at 10:00 am and is filed under Talent Acquisition, Talent Management, Three To See. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
June 25th, 2010 at 4:56 pm
To Paul Hebert's article on incentive inteliigence, I think this might be a little dated? From experience, the modern way of managing cost centres and profit centres within a business and sound financial controlling ensures that incentives are in place to provide reward that impacts directly on the bottom line (EBITDA etc) and profitability. The nature of the people that are suited to stretch targets and associated incentives means that the sales teams may seem to be the ones most incentivised, but with performance management linked to company objectives, these days, across the whole organisation the incentives are certainly there for each member of an organisation.