Published By: Achievers
Published Date: Jan 17, 2014
Knowledge and strategic relationships fuel many organizations in today’s rapidly changing, global economy. As such, organizations need to leverage the individuals—and their networks—that possess the most relevant knowledge, whether they are current employees or are only loosely connected to the organization. To do this, organizations should create and leverage peer collaboration networks that enable them to identify and connect with individuals who have the unique skills, knowledge, and capabilities these organizations need. Bersin’s Research, Why Reputations and Networks Matter in the Open Talent Economy, indicates that this approach works in driving value—organizations that have effectively used internal reputation networks and profile databases have been able to increase key metrics such as employees’ time to productivity and innovation levels.
Administrative demands leave HR practitioners with time for little more than keeping up with growing workloads. A voice at the strategy table requires efficient HR information systems to and create real value in the HR function.
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