A journey in translation

This question has been raised many times, but seems not clear enough. Why a project of enterprise 2.0 has to be lead by HR?!

There are many traditional answers. First, in a management philosophy perspective, an enterprise 2.0 project defines an organization with people at the heart: it’s a people centric initiative and not a process oriented one. The second meaning is the creation of a culture of sharing and collaboration. Developing a culture of sharing does not mean necessarily a culture of network but the development of behaviors to share knowledge, know-how with colleagues, to give to the collectivity experiences, … 2 items closely link to the HR.

Others points are in addition:

- Firstly, one of the essential levers of success is the empowerment of employees. HR have to motivate them to share in working on attitudes and behaviors. This point is correlated with the fact that the subject of the exchange is often knowledge, expertise, good practices, ie things held by people, and it will be necessary to create the best conditions for them to share something they have inside. The level of engagement of people is clearly the key dimension for the success of the enterprise social network. If people are committed they will search to connect with others to share, to exchange or to co-create. They will thing to ask their connections if they have the answer or a solution for a problem. At this time they will think to be organized in networks.

- Secondly, in practice the enterprise 2.0 requires to work on change management principles associated with this transformation, the modes of coordination organizations. It is therefore important to lead the transformation such as HR to undertake this initiative as the pursuit of organizational performance as awareness of new management methods.

- Thirdly, most of the time the purpose of an enterprise 2.0 is the efficiency of the organization. The ways people share good practices, improve collaboration, accelerate decision making process, reduce time to market, strengthen innovation, are at the heart of enterprise social network. This initiative is a great opportunity for HR to lead organization transformation.

The important thing is that the coordination of this transformation by this initiative to be carried out in strong collaboration with other functions such as Information Systems, Communication, Marketing, Legal and other functions suited to the context.