The rationale behind creating HR Shared Services was predominantly cost and efficiency. Over the years we also realised that it could not be the dumping ground for the ‘Sick, Lame and Lazy’ , but rather required highly focused people, who not only understood HR but appreciated the concept of customer service. Things have been looking good for these centres and employees are getting the service they deserve, but along comes a game changer….. Social Media .

Whilst HR SSC’s have been the hub of accurate data management and information sharing , the rise in SM tool are demanding a new approach to how SSC operate in order to stay effective. Perhaps a more appropriate name moving forward is  HR Shared Services Community .
Introducing SM into your SSC offering is not simply adding another communication channel – far from that, the nature of SM tools change the dynamics of how a group of ‘voluntary’ participants discuss, share knowledge and draw conclusions. Whilst the SSC may participate in a discussion on ‘Leave Policy’, they can’t control the debate or views shared amounts the participants. It’s no longer a one-on-one interaction over a short period of time.

So being part of a Shared Community is going to require some changes to maintain effective operations and services. SSC staff will need some new skills such as Facilitation techniques, Moderating and innovation.

The opportunity to improve HR services can be harnessed by promoting SM interactions between employees, managers, SME’s, ex-employees, job applicants and others rather than trying to ‘control the answer ‘ – the organisations that understand this will be the ones to surge ahead.

Looking forward to seeing the Evolution !