Jul
13
Le séminaire de l’Institut Boostzone aura de nouveau lieu en 2010 2011.
Le Séminaire se veut un lieu de réflexion en profondeur sur l’avenir du travail en entreprise dans un monde de réseaux et de communautés
L’idée ?
La société change profondément avec l’apparition des média sociaux et d’une culture plus collaborative, dont les réseaux sociaux ne sont que l’une des manifestations. La transparence des profils, des emplois, s’accroît. L’organisation de entreprises devient plus perméable et plus transversale. Les processus de décision, d’évaluation, de rémunération, de collaboration, d’innovation, d’organisation, etc. sont en plein bouleversement. Comment sera le travail de demain?
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Written by Dominique Turcq
seminaire Research, Uncategorized
Jul
05
Understanding the differences between communities within organizations is a must for grasping the value of any collaborative intelligence eco-system.
I have been working for several years now with the community quadrant diagram, published for the first time in 2007 in what was then mostly a description of communities. In the present post I would like to ouline the implications for the roles of the community managers and for the tools involved.
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Written by Dominique Turcq
communities, Community Management Formation, Management, Uncategorized
Jun
10
The impact of new technologies, especially the web 2.0 ones, and social networks will dramatically change many HR systems. A few examples:
Recruitment
Recruitment will be impacted by the mass of information now available on individuals via the social networks, their voluntary contributions to their profiles, the possibility to know who they are by cumbing their purchasing habits, their friends, their digital footprint, etc.
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Written by Dominique Turcq
prospective, World of Work Enterprise 2.0, Formation, Management, Mobility, WOW world of work
May
23
Who said we had invented anything? Just go back in history and you shall realize that the world comes in true contradiction of the NIH syndrome (Not Invented Here means a refusal to use products that have not been developed internally) both in time but also in fact. First, we have just come back full circle in time cycles to obvious transversal needs; second, we have all decided to use the newly-developed social networks, independent of the place they were invented. On the whole, even though we have given in, one more time, to the US culture, we have come back to a necessary worldwide cohesion and hope for the best!
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Written by Martin de Waziers
Enterprise 2.0, Management, WOW world of work
May
14
Let’s be blunt, we tend, in particular in France but this country is not alone among OECD countries to behave in such a way, to consider that our labor force structure comprises three liabilities (“passif”): the young, the old, the unskilled.
Why don’t we look at the reality of our needs and potential and start to invert the proposal and consider them as Assets (“actifs”)?
Young people are the de facto buffer of protection for those being already employed. They are suffering hard at any recession; their unemployment level is particularly high. They are just not really welcome into the labor force; they are seen as threats, even as potential troublemakers! While at the same time we desperately need their energy, their innovation potential, and the very fact that they put the others into question. They are definitively a spoiled asset, but spoiled by the rest of the labor force. It is an uncomfortable view, agreed.
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Written by Dominique Turcq
Uncategorized, WOW world of work, edito
