Organizational Network Analysis: Identify And Leverage Informal Connections For HR And Business Success
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In our increasingly interconnected world work no longer gets done within the confines of a single business unit, line organization, or function. Employees are asked to collaborate across boundaries, to work from home, to use company intranets to find the information that they need to do their jobs.
Deloitte’s Human Capital Trends Report for 2016 highlights the need to shift from hierarchical organizational structures to a “network of teams” and recommends organizational network analysis (ONA) as a tool to discover and leverage the existing networks and connections.
While the formal networks of an organization are clear and linear from the top down, there are other networks that are not as obvious but are nonetheless significant to the operation. This leads to questions such as:
ONA provides a way to detect and recognize the importance of the informal connections among people and organizations and to target and leverage these connections in organizational design, talent management, employee retention, succession planning, leadership development and a number of other strategic HR tasks.
- Who’s working with whom, and where do they go for support or advice?
- Who are the informal leaders and the real change agents in the organization?
- What if you could take an X-ray into the organization and see how well information flows across boundaries and find and disrupt blockages to the spread of innovation and new ideas?
Join us on when presenter Patti Anklam, principal consultant of Net Work, will explain how you can use ONA to increase your company’s success. You’ll learn how to identify goals and how they map to the HR strategy, through the identification of target employee groups to participate in the analysis and the means by which the data is collected.
About Your Presenter
- What organizational network analysis is and how it can help organizations leverage informal connections and fold them into strategic HR initiatives
- How ONA supports key HR processes and challenges
- Steps in designing and implementing an ONA project
- How to gather data using a passive approach or direct web survey
- Choices for ONA, and the key factors that can help you decide if you should take a do-it-yourself or consultant approach
- And much more!
Patti Anklam helps organizations work more effectively through collaborative networks. In addition to her consulting practice in knowledge management assessment and strategy, she is a recognized leader in the field of social network analysis for knowledge management and is a frequent speaker and writer on the topic. Her book, Net Work: A Practical Guide to Networks at Work and in the World, has been widely read and referenced among networked nonprofits. Ms. Anklam is a charter member of Change Agents Worldwide, a network of independent consultants and enterprise-based professionals dedicated to bringing lasting change to forward-thinking 21st century enterprise leaders.
Through her consulting practice, Net Work, Ms. Anklam has worked with companies in a range of industries including biopharmaceuticals, global telecommunications, computer manufacturers, a U.S. government research and development firm, financial services, professional services, regional economic development agencies, and conservation and carbon reduction nonprofits. She has conducted Leadership NetWorkShops, customized half- to full-day workshops—for nonprofit, corporate, and university clients including the UN’s International Fund for Agricultural Development, CDM, Kansas State University, and JFK-U.
Before becoming an independent consultant, Ms. Anklam held director-level positions in knowledge management at Nortel Networks and Digital Equipment Corporation and then Compaq Computer Corporation (now HP).
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All US States: 1.5
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|Keywords For This Course:|
ONA, organizational Network Analysis, HR
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