In today’s competitive corporate arena, an organization is only as innovative and successful as the talent it attracts and develops. By adding to this equation the emerging role of digital technology in almost every aspect of our lives, it becomes clear that a new digital era is about to take the lead. It is finally time for HR to embrace digital innovation and DEVELOP gives you all the good reasons to do so.
In scope of a privacy and ethical impact assessment exercise (PIA+), DEVELOP created a set of scenarios to demonstrate potential privacy, ethical and legal impacts that might arise from a PLE such as DEVELOP, if careful thought was not given to these issues in the design process. The aim of these scenarios is to identify possible problems before they occur, communicate them to stakeholders, and prevent them already in an early development phase. We are sure this article will be interesting to anyone involved in the design and roll-out of learning and career development environments.
In this article we propose a computational model of an individual’s social capital taking into account the social structure formed through workplace social contacts. The model bases on and integrates three well established theories: The Concept of Weak and Strong ties, The Concept of Structural holes, and Connection as a Resource.
Structure of an employee’s social network and strength of ties in this network play an important role in determining social capital for career growth. Social resources and access to information can ultimately contribute to career development of an individual and development of a business as a whole.
In a world of rapid global change, companies have to adopt regularly in order to survive and not to vanish due to their incapability to become resilient. In recent years, companies also have to fight over people. So talent attraction and retention has become the most crucial bet that companies have to win every single day.
With the growth of enterprise social networking services, social dimensions of work are getting more attention within the organisations. Beyond the use of the tools for collaboration, these services provide many other indirect benefits such as the possibility to determine the “Social Capital” of each employee.