Corporate social networking to meet HR challenges

Exchanges within the organization are essential to working effectively together. While various collaborative tools exist, the corporate social network is undeniably the most comprehensive. Read all our articles on CSR best practices and tips.

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Encouraging interaction within the company

A place for exchange

As a private individual, when we come across a problem, we just Google it. Then we come across forums. Either :

• the question has already been asked and answered: all's well;
• the question is nowhere to be found: you ask the community yourself.

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

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

This challenge of collective intelligence within the organization 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. Participants on the CSR can be :

• Employees themselves. The experience of one is used to 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 organization, both :

• between generations;
• between professions;
• between functions.

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

A profound transformation of the organization

New working methods

Collaborative tools help to broaden the scope of possible ways of organizing 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 on the move: continuity and availability of tools help maintain productivity.

Examples to follow

By encouraging employees to share their knowledge, the company contributes to enhancing their skills. It's a way of showcasing their expertise. Valued for their skills, employees become more involved. CSRs also have a positive impact in terms of change management. By communicating about the new practices to be adopted and promoting 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 ties 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.

See all software Enterprise Social Network (ESN)

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 situation and the company's health are all potential subjects for discussion. The CSR enables the management team to respond to these issues, reassuring its teams while showing itself to be a good listener.

Taking care of your human capital

You log on to the CSR with a personal account: first name, last name and job title. It's a good idea to let employees edit their own 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). Authorization must be sought from employees. But these data are relevant for the company, as they provide a snapshot of the skills present in the organization at a given moment. Considering them in the context of job vacancies helps to encourage internal mobility.

The HR department can use the CSR to communicate on current recruitments. This makes it easy for employees to keep track of career opportunities that may be of interest to them. This makes it an excellent tool for both internal sourcing and GPEC (Gestion Prévisionnelle des Emplois et des Compétences). After all, HR is not only responsible for identifying talent, but also for retaining it within the organization.

HRIS or digital workplace?

Some HRIS, such as Syrhalogic, offer advanced functionalities that are interoperable with ERP solutions. For your HR department, this is the first step, but it will be much more comprehensive if it is complemented by CSR software. This is what Microsoft offers, but also Jalios. 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. With the help of a tool like this, you'll be able to unleash the power of interaction within your company, for collaboration that's both more efficient and more up-to-date.

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