The use of social media in companies’ external communications is now an established practice (especially in big business). Nonetheless, it's important to recognise that a true 2.0 business is one that also uses collaborative tools internally. Such tools can foster a company culture that, by being open to dialogue with employees and stakeholders, becomes more sustainable and, in the best-case scenario, more productive.
There is therefore a real need for both “Humanistic Management 2.0”, which can help to promote a climate in which learning (for all the players involved) is considered vital for growth, and “Training 2.0”, which enables people to interact with the new tools and adopt the new social networking-based approaches.
In essence, a social business is simply a people-centric one. It evolves dynamically and responds actively to market challenges. It also innovates in an inclusive way, so that the traditional distinctions between “internal” and “external” cease to matter. What counts instead is a continuity of experience over processes that involve both end consumers and employees.
Social Learning is the application of social business principles to HR policy and learning processes. It develops and combines traditional e-learning and blended learning approaches in a more shared, collaborative and social environment, following the communities’ own philosophies. The lesson for companies is that they should embrace these new precepts and evolve towards more responsive, participative models. This can facilitate processes that might otherwise prove difficult to drive forward.
The Reply group is highly experienced in this field. TamTamy, our technology platform developed in house to support social learning projects, complements our specific expertise in innovative professional development and training techniques. It has enabled many clients to sharpen their employees’ skills by integrating best practice and company processes in their everyday working experience.