IBM Talent Suite as a System of Engagement

The latest McKinsey quarterly study entitled “Digital hives: Creating a surge around change” discusses the benefits of using social technology to bring about meaningful change in an organization. Online communities are one proven approach to help companies engage with employees to accelerate change and the paper discussed several others. Given the way people work and communicate today in the professional and personal lives, social technology enables new opportunities to complement offline, real world events.

The IBM Talent Suite was designed from the bottom up for social. It incorporates IBM Connections, the leading enterprise social platform. This provides social capabilities to enable new hires, recruiters, managers and employees with tools to collaborate, communicate and problem solve.

As I talk to HR leaders they are often skittish about getting involved in the deployment of social tools. In some cases they have security or content management concerns. In others they think it is just not their job. They think need to wait on overall corporate decisions for the CIOs team to get going.

The beauty of social in a cloud based talent suite is you can use what you want and use it for the specific purposes that you think are important. You don’t have to make some long thought out corporate decision. You don’t have to solve every use case. You pick a place to start and get going. Different companies will choose different starting points.

For example:

Recruiters can tap existing employees and their networks to find people with the relevant career interests and expertise. This benefits not only the recruiters but employees can easily learn about career growth opportunities for themselves and can also recommend their peers inside the organization. Some organizations can start with social in this way.

New hires can benefit from social onboarding by connecting with their manager early in the process – as soon as an offer is accepted questions can be answered quickly and the employee can move through the process more easily. They also get some insight in to their team, colleagues and company culture so they can hit the ground running when they start. Some organizations find that this is the right place to begin.

But social can extend beyond new hires. Managers can work with their teams and peers more effectively with alerts about what is going on with their team, news when a new member is joining and better insight and awareness to everything going on that is relevant to the team and its mission. Many organizations will decide this is a great way to build engagement and to follow up on an engagement survey. Companies make significant investments in survey employees to judge engagement. Following up through social tools is a great way to get full value out of that investment.

Our Smarter workforce blog has more info on our solutions and I welcome your questions and comments.

IBM analytics helping the current and future workforce

On St. Patrick’s day, I had the pleasure of attending the Science Foundation of Ireland (SFI)  event in Washington DC. IBM has been deeply involved with the research community in Ireland. I was very proud that we were mentioned by the Irish Prime Minister, Enda Kenny, in his lunch talk for the work we are doing at the INFANT Centre University College Cork.

Irish Prime Minister and team
Left to Right: Dr Anthony Morrisey (Centre Manager, INFANT).Prof Louise Kenny (Centre Director INFANT), An Taoiseach, Enda Kenny. Robert McCarthy (Leader Business Development, Innovation & Operations IBM Ireland Lab) and Prof Mark Ferguson (Director General of Science Foundation Ireland).

Speaking at the lunch hosted by Science Foundation Ireland to celebrate scientific collaboration between Ireland and the United States An Taoiseach (Irish for Prime Minister), Enda Kenny TD, said, “I congratulate both IBM and the Infant Research Centre for collaborating on LEANBH. The project demonstrates the value of collaboration between industry and academia. LEANBH has the potential to have a global impact on the medical care offered to expectant mothers”.

This month we announced this collaboration between IBM Ireland and the INFANT Centre (Irish Centre for Fetal and Neonatal Translational Research) at University College Cork (UCC). ‘LEANBH’ is a pilot research project providing remote healthcare monitoring to expectant mothers to improve the detection and treatment of hypertension and pre-eclampsia during pregnancy. Pre-eclampsia is a pregnancy complication that affects approximately 5% of all pregnancies. Hypertension, one indicator of pre-eclampsia, is more common in all expectant mothers.

The vision for LEANBH is to manage hypertension and pre-eclampsia care in the home using remote monitoring of the medical data of the at-risk expectant mothers. By doing so, the project aims to reduce the number of unnecessary follow-on hospital visits, lowering the additional stress and cost of visits to both the patients, and the healthcare system. LEANBH will focus on enabling faster responses and a higher quality of care through automated alerts to doctors. Whilst also improving data sharing among the healthcare team members and offering the ability to integrate with electronic healthcare records.

This is one of several collaborations between IBM Analytics and the INFANT Centre.

LEANBH will develop remote monitoring that will be combined with IBM predictive analytics and data modelling capability.

This is the same technology that our Kenexa Smarter Workforce products are using to analyze recruiting and workforce performance. It is gratifying to see our work make a difference not only to today’s workers, but to the youngest among us who will be the workers of tomorrow and support us in our retirement.