TECHNOLOGY
ENTERPRISE SOCIAL NETWORKS
GLOBAL TRAVELLER From a commitment to promoting from within to a brand-new enterprise social network, HRD gets a behind-the-scenes look at global hospitality company Club Med’s HR practices hospitality. We’re seeing more and more people interested in a career in hospitality, and more and more specialised schools are being created to cater to that need. On the other hand, this dynamism generates a high level of demand in the work market – the war for talent is indeed a reality.” The company has taken steps to ensure it’s victorious in this war. For one thing, promoting from within is commonplace. Retaining staff for extended periods – in an industry that many would perceive as being more about the contingent workers than career-dedicated professionals – has become a key focus. Bianconi is quick to reel off a list of the benefits of working for a global hospitality company. “We have a lot to offer to the new generation: travelling the world, working with different nationalities, learning new languages, taking on new jobs, as well as Marina Bianconi, VP human resources ESAP (East South Asia Pacific), Club Med
WHAT DO the words ‘Club Med’ conjure up for you? If you think of pristine beaches, crystal-blue resort-style swimming pools and fun, action-packed activities, you wouldn’t be alone. With some 66 resorts around the world, the hospitality giant has become a byword for luxury holidays. As always, there’s a hard-working team behind the scenes to ensure that each guest enjoys themselves. The total global staff
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count is over 13,000 and there are 320 people working in HR alone. Marina Bianconi, VP human resources ESAP (East South Asia Pacific), looks after just a small chunk of the organisation’s global HR function – but it’s a critical part. “Hospitality is booming, especially in Asia,” says Bianconi. “On one hand this is very good news, as it’s offering a lot of opportunities for people to work in
ESNS: NOT A COMMUNICATION PANACEA According to a 2013 Deloitte survey, more than 90% of Fortune 500 companies have either a partially or fully implemented enterprise social network (ESN) – a 70% increase over 2011. However, Deloitte also found that 20–30% of employees won’t sign up for an ESN if registration is required. Of those who register, only a third will read content once a week or more, and just 40% will make an ESN post in the average month.
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