Corporate social networking to meet HR challenges

Exchanges within an organisation are essential if we are to work effectively together. While there are various collaborative tools available, the corporate social network is undeniably the most comprehensive. Read all our articles on best practice and tips on CSNs.

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Encouraging interaction within the company

A place for exchanges

As an individual, when we come across a problem, we google it. Then you come across forums. Either :

• the question has already been asked and answered: all's well ;
• the question doesn't appear anywhere: you ask the community yourself.

Corporate Social Networks (CSNs) are designed for the same purpose. As with forums or FAQs (Frequently Asked Questions), employees take the floor to ask or answer questions. The aim is to :

• encourage exchanges within the company;
• centralise relevant information
• help employees carry out their professional tasks.

This issue of collective intelligence within the organisation is directly linked to Human Resources (HR) management.

Collaborative, high-quality content

The aim is to create a collaborative space for sharing experience and expertise. The format of the content exchanged can take any form: videos, podcasts, wikis, serious games, etc. Real or emblematic cases can illustrate a context more precisely. The participants involved in the CSR can be :

• The employees themselves. The experience of one is used for the benefit of all. This is known as social learning.
• External experts, called in by the company.

A cross-functional channel

These exchanges facilitate transmission within the organisation, both :

• between generations;
• between professions
• between functions.

When it comes to training issues, CSRs are a valuable resource. They represent a real tool for the HR department. For the integration of new recruits, for example, so that they can easily ask questions and quickly find answers.

A profound transformation of the organisation

New working methods

Collaborative tools help to broaden the scope of possible ways of organising work. These include

• remote working: useful for teams working in remote locations, for example, but also for employees working from home;
• mobile working, invaluable when travelling: the continuity and availability of tools helps maintain productivity.

Examples to follow

By encouraging employees to share their knowledge, the company is helping to make the most of them. It's a way of showcasing their expertise. When employees are valued for their skills, they become more involved. CSRs also have a positive impact in terms of change management. By communicating the new practices to be adopted and promoting the early adopters, the company supports and accompanies change.

All under the same roof

CSRs break down silos. Communication is no longer just top-down, but also bottom-up, and social links between employees are more cross-functional. And hierarchies are flattened. Everyone is invited to participate, to share their ideas and skills. This greater proximity creates a more direct link between managers and employees. Management becomes more participative.

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Fundamental HR issues

Giving a voice

With CSRs, the company offers its employees a forum for expression. They can express their concerns and fears. Uncertainty about the future, the economic climate and the health of the company are all potential subjects. The CSR enables the management team to respond to these issues, reassuring its teams while at the same time showing that it is listening.

Taking care of your human capital

You log on to the CSR from a personal account: with your surname, first name and job title. It's a good idea to give employees the opportunity to edit their profile. This is an opportunity to :

• manage your internal e-reputation;
• communicate about your professional background
• discover the career paths of colleagues.

These files can be added to the HRIS (Human Resources Information System). Authorisation must be sought from employees. But this data is relevant for the company because it gives a snapshot at a given moment of the skills present in the organisation. Considering them in the light of vacancies can encourage internal mobility.

The HR department can use the CSR to communicate about ongoing recruitment. This makes it easy for employees to keep track of career opportunities that may be of interest to them. It is also an excellent tool, both for internal sourcing and for GPEC (Gestion Prévisionnelle des Emplois et des Compétences). After all, HR not only has to identify talent, it also has to retain it within the organisation.

HRIS or digital workplace?

Some HRIS systems, such as Syrhalogic, have advanced functionalities that are interoperable with ERP solutions. This is a good starting point for your HR department, but it will be much more comprehensive if it is complemented by CSR software. This is what Microsoft and Jalios offer. A player that has been growing steadily since 2015, the year of its breakthrough. Jalios takes the form of a digital workplace: HRIS, EDM, messaging, office suite and CSR are all interwoven. Its functionalities are as comprehensive as they are innovative. It's with the help of a tool like this that you can free up interaction within your company, for collaboration that's both more effective and more up-to-date.

Corporate social networks have a central role to play in your organisation. Whether from an operational or organisational point of view, the interactions they generate make exchanges and social relations more fluid. The participative management that results is a strong vector of commitment. These are all key factors in the success of your digital transformation.