2-eHR+Technology

Lecture summary
HRIS technology can be divided into the following categories:

·  **Transaction processing systems** – used to handle repetitive HR transactions such as attendance, payroll, etc. ·  **Decision support systems** – Compiles data used to make strategic decisions such as labor market conditions, employee competencies, and labor negotiation data. ·  **Management Information Systems** – Supplies managers with the detailed HR data necessary to monitor the business today as well as providing forecasting capabilities. ·  **Executive Information Systems** – Provides a top-level, aggregate view of the business for use by high level executives. Systems, such as dashboards, often allow drilling down to get detail provided by lower level systems.

Two types of HRIS software are in use today:

Unique software designed for the specific HR functions **(Islands of Technology)**, such as HR Planning, Recruiting & Selection, Training & Development, Performance Management, Compensation & Benefits and Employee Relations. These separate products can be chosen to meet the specific needs of each of these functions, however, they may not be easily integrated to work together. A vendor supplied all-inclusive package, called **Enterprise Resource Planning (ERP)** software, that delivers the general needs of all the HR functions, while allowing for the data compiled to be easily used across these functions, and often in other business units as well.


 * Middleware** is a compromise, allowing use of unique software in the various HR functions, while gathering the different data through a middleware program that produces a standard format for use throughout the organization. In effect, the best of both ERP deliverables and “islands” flexibility is then leveraged.


 * HR Portals** provide the illusion of the existence of one system to users, both employees and managers, while having distinct systems operating behind the scene. The ease of a single sign-on eases the frustration of users and thus enhances the functionality of the system. User-friendly portals allow for individual personalization, adding flexibility to the mix.


 * Employee Self-Service** and **Managerial Self-Service** systems provide different functionality, but achieve the same goal of eliminating the need for the HR unit to perform mundane tasks. The uses of these self-service systems are detailed in //Walker// and detailed in sections below.

At the executive level, **dashboards** are used to provide an overview of functions, including HR. The scorecards generated provide a summary of data to allow for the making of high level decisions without the hindrance of waiting for departmentally generated reports to provide the pertinent information. The following link is a vendor demo of an HR dashboard:

http://demos5.dundas.com/MDash-HRDash/default.aspx


 * Data warehousing** technology is also being used in the HR environment to “Provide a repository of data which HR can use to analyze HR data.” Similar to data mining, algorithms are used to pull out recurring data that may yield feedback to improve HR functionality, such as correlation of job performance and education levels.

**Chapter 2 //Walker//: Web Based Employee Self-Service: A Win-Win Proposition for Organizations and** Employees
// Author: Robert Zampetti and Lynn Adamson

//

-Involves the use of interactive technology by employees and managers to obtain information, conduct transactions, and “shortcut” processes which previous had required multiple steps, paperwork, HR staff. **  **Most Commonly Planned or Implemented HR** **Self-Service Applications** **__For Employees__ __For Managers__** HR communications Personnel changes Benefits services Salary actions Personnel data updates Job requisitions Job postings  ·   Web enabled employee self service allows employees to update personal info. They “own”  ·   Allows them to apply/enroll in full range of HR products and services  ·   As $ go down Employees use of Web-based HR systems: are more widespread, and productive  ·   Benefits of Web-based employees self service has been outweighing costs of PC’s, eliminate middlemen b/t employee and HRIS.  ·   Most volatile and individually variable subject matter ever put into a computerized database  ·   Collecting the best data requires that vast amounts of HRIS info, come from employees  ·   Information not only includes addresses, new dependents, outside educational achievements, but modern database includes preferences and other changes of mind  ·   Self service permits an employee w/ access to the system to instantly change all data that is personal to the employee, and change in the future  ·  //  Personal data quality improved when employees enter and validate the data  //  ·   Empowerment transforms from a slogan to reality due to employee or customer self service HR products and services via the web.  ·  //  Ex)Schedule vacation time, apply for a position, change address, get answers to questions  //  ·    Conducting self service begins with accessing an HR home page   ·    Self service programs vary depending on the scope of an organizations HR program as well as the number of employee oriented programs that would be pushed to an “employee empowerment model.”   ·   // Employee empowerment including new levels of control over their own careers, development opportunities, conditions of employment, reward systems, and other HR programs/services //  ·   HR website can deliver products and services to employee customers at unprecedented levels of timeliness and cost-effectiveness.  ·   HR website permits employee to complete a full continuum of related tasks that lead to an objective at the employee’s own pace <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Integration of HR functions on an HR website used by employees provides the method for the full integration of HR services and products at the employee level. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Technical and functional integration saves time for both the company and employee, and achieves strategic and operational business goals that often require employee participation. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   An integrated browser-based staffing and development system provides the means to make all employees capabable of taking control of their own development, as they wish <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   On the same site the employee can: <span style="FONT-SIZE: 12pt; FONT-FAMILY: 'Courier New'; mso-fareast-font-family: 'Courier New'; mso-bidi-font-weight: bold"> o   Learn about current/future job openings, job skills or competency requirements, other qualifications, location, reporting relationships, and pay ranges. <span style="FONT-SIZE: 12pt; FONT-FAMILY: 'Courier New'; mso-fareast-font-family: 'Courier New'; mso-bidi-font-weight: bold"> o   If open position seems to match the employee can submit an on-line resume in the system. <span style="FONT-SIZE: 12pt; FONT-FAMILY: 'Courier New'; mso-fareast-font-family: 'Courier New'; mso-bidi-font-weight: bold"> o   If employee doesn’t understand something its possible to click an item for further explanation and for training or development options <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·  // HR integration at the employee level, where in some respects it matters most, through one-system integration of related HR programs such as training, development, succession planning, staffing, and other competency-based programs w/ common definitions and unified strategic business goals. //  ** Self Service Definition:   ** http://searchsoa.techtarget.com/sDefinition/0,,sid26_gci927596,00.html ** Oracle Company Employee Self Service Software: ** http://www.oracle.com/applications/peoplesoft/hcm/ent_one/module/empl_selfservice.html ** Self Service Video example: ** http://www.youtube.com/watch?v=oytX2eRp8mw **__ IBM Self Service Commercial: __**  http://www.youtube.com/watch?v=ZQaawM8o4QA
 * -Concept of HR self service has become the goal of most Web-enabled HR systems
 * Employee Self-Service: Benefits beyond Efficiency **
 * __ Personal Data:  __**
 * __ Empowerment:  __**
 * __ Process Improvements:  __**
 * __ HR Integration:  __**
 * Related Links: **



** Chapter 3 Walker: Web Based Manager Self-Service: Adding value to the Work **
// Author: Robert Zampetti and Lynn Adamson  //

** How a Manager can utilize a Self service e-HR system  ** =<span style="FONT-SIZE: 12pt; COLOR: windowtext; LINE-HEIGHT: 115%; FONT-FAMILY: 'Calibri','sans-serif'; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin">Interviewing and hiring = ==<span style="FONT-WEIGHT: normal; FONT-SIZE: 12pt; COLOR: windowtext; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·  <span style="FONT-WEIGHT: normal; FONT-SIZE: 12pt; COLOR: windowtext; LINE-HEIGHT: 115%; FONT-FAMILY: 'Calibri','sans-serif'; mso-bidi-font-weight: bold; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin">Getting the right people is one of the keys to a successful operation. Line and middle managers are positioned to best determine the core competencies necessary to succeed in the workplace. == <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   With an online HR system, a manager can create a job requisition in a standard format, including a job description and requisites for the position, such as experience and degrees appropriate for the position. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   In addition, the manager can utilize the performance appraisal system to better understand how to measure performance against each competency, using this as a check for an accurate requisite description. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   The Hr system may allow for a manager to view staffing and recruitment systems to ascertain what human resources are available currently, both externally and internally. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   The System may interface with the businesses job posting site, allowing prospective workers to apply. Similarly, the information could be passed to an external recruiting site as well. =<span style="FONT-SIZE: 12pt; COLOR: windowtext; LINE-HEIGHT: 115%; FONT-FAMILY: 'Calibri','sans-serif'; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin">Performance management = <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   With the important responsibility of motivating, guiding and improving the work done by their employees, web based tools can assist in accomplishing these goals. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   These tools can provides access to the “best practices” of other teams or departments to help frame a strategy for your own work unit. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   They can instruct a manager on how to prepare and deliver a performance appraisal, as well as compiling the information. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Online systems can provide a listing of available training and development opportunities to enhance the ability of the workers. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   They can provide information regarding the potential advancement opportunities available for employees as well as create a game plan for preparedness when a position opens up in the future. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Access to past data, such as previous appraisals, resumes and the like are more easily facilitated via an online system. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   The tie-in to the corporate intranet provides for a check as to what the company wants and how the manager can utilize their personnel to reach that objective. By knowing what their staff is capable of, they can be placed in positions to succeed. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Also important is the quick access to policies related to vacation and leave time, EAP (Employee Assistance Programs), HR polices regarding sexual harassment and even termination procedures. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Web based systems provide consistency necessary in compensation decisions, while allowing managers to leverage their knowledge of their people and the company to make better decisions, using the calculation ability of the system. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   A manager would access this system would be able to make online recommendations, rather than the use of paper transactions to process salary adjustments. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   What-if calculations that would take into consideration the salary budget of the department provides the ability for better planning and ultimately, more solid compensation recommendations. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Incentive pay calculations are often challenging due to the variables involved, including different plans for different employees. The ability to access a system online that can manage these calculations empowers the manager to both inform the employee and strengthen their image as the decision maker, rather than a centralized area possessing all the knowledge. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Because of their proximity to the day-to-day activities of the business and the employees performing these functions, Managers are in an excellent position to determine the developmental needs of their staffs. Online systems can facilitate meeting these needs in several ways. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   They provide the ability to match the need for certain competencies to developmental programs available, both internally and externally. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Monitoring of the progress employees have made, or are making, towards completing these programs. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   The systems can be used to create succession planning, strategic HR management and determine corporate perspectives on development of employees. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Information related to available mentors or tuition funds can also be provided by such a system. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   While the basic tasks of reporting attendance for payroll can be done via an e-HR system, other tasks can be managed through the system as well. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   A system can provide information related to the effectiveness of a scheduling decision, such as production curves relative to hours worked. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   The “Best practices” of other work units in scheduling and team structures can also be leveraged to get a jump on the best use of a manager’s staff. <span style="FONT-SIZE: 12pt; LINE-HEIGHT: 115%; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Monitor historical sickness and disability trends to help pinpoint potential issues ** Oracle Company Manager Self Service Software: ** http://www.oracle.com/applications/peoplesoft/hcm/ent_one/module/mgr_selfsvc.html
 * Compensation **
 * Training and Development **
 * Attendance and scheduling **
 * Related Links: **

**http://www.successfactors.com/video/display/?width=710&height=510&file=/media/video/learning-development-demo/ultra-demo_stream.swf __**Compensation Management Software outline:**__ http://www.successfactors.com/video/display/?width=710&height=510&file=/media/video/compensation-management-demo/ultra-demo_stream.swf
 * Learning and Development Software outline:



According to Mckinsey’s survey: <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Companies are using more Web 2.0 tools and technologies than they were last year <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Sometimes for more complex business purposes <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Companies that are satisfied w/ their use of the tools are seeing changes throughout company <span style="FONT-SIZE: 12pt; mso-fareast-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-bidi-theme-font: minor-latin"> 1. Which of these tools their companies have adopted <span style="FONT-SIZE: 12pt; mso-fareast-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-bidi-theme-font: minor-latin"> 2. For which purposes <span style="FONT-SIZE: 12pt; mso-fareast-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-bidi-theme-font: minor-latin"> 3. What they are doing to encourage adoption <span style="FONT-SIZE: 12pt; mso-fareast-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-bidi-theme-font: minor-latin"> 4. How satisfied they are with their use of the tools <span style="FONT-SIZE: 12pt; mso-fareast-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-bidi-theme-font: minor-latin"> 5. What extent they are using new tech. to interact w/ employees, customers, and suppliers <span style="FONT-SIZE: 12pt; mso-fareast-font-family: Calibri; mso-bidi-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-bidi-theme-font: minor-latin"> 6. Ultimately how important these tools are to their companies competitive edge. The survey reveals continuing investments in Web 2.0. Compared to last years two Web 2.0 tools, this year companies have adopted two and a half from the same list, and more than three from an expanded one. Companies report they are using Web 2.0 both within and outside their walls. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Only 21% of respondents say they are satisfied overall, 22% voice clear dissatisfaction <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Satisfied companies are using more technologies and leveraging them to change a management practices and organizational structures. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Blogs, RSS, Wikis, and podcasts are becoming more common as companies realize their value <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol"> ·   Respondents uses of tools 2007 vs 2008: <span style="FONT-SIZE: 12pt; FONT-FAMILY: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings"> §   Web services-  70% 2007, 58% 2008 <span style="FONT-SIZE: 12pt; FONT-FAMILY: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings"> §   Blogs- 21% 2007, 34% 2008 <span style="FONT-SIZE: 12pt; FONT-FAMILY: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings"> §   RSS-  24% 2007, 33% 2008 <span style="FONT-SIZE: 12pt; FONT-FAMILY: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings"> §   Wikis-  24% 2007, 32% 2008 <span style="FONT-SIZE: 12pt; FONT-FAMILY: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings"> §   Podcasts- 23% 2007, 29% 2008 <span style="FONT-SIZE: 12pt; FONT-FAMILY: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings"> §   Social Net- 27% 2007, 28% 2008 <span style="FONT-SIZE: 12pt; FONT-FAMILY: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings"> §   Peer 2 Peer- 37% 2007, 18% 2008 <span style="FONT-SIZE: 12pt; FONT-FAMILY: Wingdings; mso-fareast-font-family: Wingdings; mso-bidi-font-family: Wingdings"> §   Mash Ups- 11% 2007, 10% 2008 -Companies use Web 2.0 technologies more frequently for internal purposes, and the rate of deployment remains high for almost all kinds of uses. -Survey shows that companies are embracing a number of potentially higher-value external objectives. -Last year one key goal was to aid entry into new markets, today, to focus on customer interactions. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Web services remains the technology with highest level of use across all regions <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Europeans rate web services as the highest, and all companies perceive wikis and blogs fairly important. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Satisfaction, varies markedly by geography. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Developed countries of Asia-Pacific region has the largest % of respondents expressing highest levels of overall satisfaction w/ Web 2.0 tools, Latin Am. Has the lowest. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   A larger % of North American respondents indicated the lowest level of overall satisfaction. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Usage remains uneven among the workforce at many companies. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Only about ¼ employees use Web 2.0 tools aside from Web services. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   At companies mostly satisfied with the tools, more that 50% employees are using them. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Higher use levels are found at companies who encourage the use through different tactics <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   Use of incentives to encourage deployment of Web 2.0 tech. is low, respondents who are lease satisfied with them cite a lack of incentives as a barrier twice as frequent as others. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   As web 2.0 gains traction, it could transform the way companies organize and manage themselves. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   This year’s survey suggests that some companies are starting to fulfill that promise. <span style="FONT-SIZE: 12pt; FONT-FAMILY: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol; mso-bidi-font-weight: bold"> ·   26% of companies report Web 2.0 tools have changed interactions with customers and suppliers, while 33% say these technologies have created new roles or functions in the organization. **// Tougher competition: //** Almost 60% of respondents who were satisfied w/ Web 2.0 initiatives(only 42% of others) see them as a driver of competitive advantage. **// Higher investment levels: //** Satisfied or not, all companies plan to spend more on Web 2.0 tools **// Building Web 2.0 success: //** There are a few differences in size, region, or even tool use between companies that are satisfied w/ their Web 2.0 experience and those who are not. This suggests that these barriers could be overcome through the adoption of managerial methods that satisfied companies use. **// Innovation: //** Successful companies already use Web 2.0 for business applications such as communicating with customers and suppliers. Soon they may use it to drive innovation.
 * Mckinsey Quarterly Survey on Web 2.0– July 2008 **
 * The executives who responded to McKinsey’s survey on the business use of Web 2.0 technologies (wikis, blogs, social networks, and mash ups) were asked: **
 * What matters where: **
 * Getting Web 2.0 to employees: **
 * When Web 2.0 Works: **
 * Looking Ahead: **

** __Web 2.0 Video Explanation:__ **   http://www.youtube.com/watch?v=0LzQIUANnHc
 * Related Links: **
 * __Web 2.0 Wikipedia Definition:__** http://en.wikipedia.org/wiki/Web_2.0


 * __Web 2.0 Explained in 5 minutes:__ http://www.youtube.com/watch?v=6gmP4nk0EOE

**