HR and Communications Case Studies

AMD Logo

AMD Jive to Microsoft Migration

Client Profile

Founded in 1969 as a Silicon Valley start-up, the AMD journey began with dozens of employees focused on leading-edge semiconductor products. From those modest beginnings, AMD has grown into a global company of 10,000 people, achieving many important industry firsts along the way. AMD today develops high-performance computing and visualization products to solve some of the world’s toughest and most interesting challenges. There has never been a better time to be in the semiconductor industry, and we are ready to tackle the next 50 years with high-performance computing and graphics solutions that transform all of our lives. To learn more about AMD, visit www.amd.com.

Situation

AMD needed an overall strategy to leverage Office 365 while allowing the decommissioning of the current Jive instance and eliminating Jive licensing costs. The migration forms the basis for a refreshed high-value collaboration tool that AMD users can leverage in their day-to-day work tasks to improve productivity. Complete migration prior to the expiration of current Jive subscription (2 months to complete migration).

Solution

Migrate selected Places and related content from the current AMD Jive instance to the AMD Office 365/SharePoint Online tenant. Migration was completed leveraging automated migration utilities and associated consulting. This included working with Client on an overall Communication, Change Management, and Adoption effort.

Business Benefits

  • Eliminated stale and outdated Jive content
  • Able to complete migration in 2 months and eliminate Jive license and support costs
  • Enabled usage of a consistent UX and Search experience across the entire Intranet
  • Establish an “ownership” mindset among teams to maintain relevant content on an ongoing basis​​
  • New collaboration platform helped to drive employee engagement across the organization
  • Drove adoption of new capabilities in O365 related to content presentation and collaboration
ADP Logo on a Building

ADP Jive to Microsoft Migration

Client Profile

ADP is a comprehensive global provider of cloud-based human capital management (HCM) solutions that unite HRpayrolltalenttimetax and benefits administration, and a leader in business outsourcing services, analytics, and compliance expertise. Their unmatched experience, deep insights, and cutting-edge technology have transformed human resources from a back-office administrative function to a strategic business advantage. To learn more about ADP, visit www.adp.com.

Situation

ADP needed to reduce overall collaboration platform costs and consolidate on a unified collaboration platform to serve the entire organization. They also needed to support an overall strategy to leverage Office 365 functions licensed by ADP while allowing the decommissioning of the current Jive instance and therefore eliminate Jive licensing costs. The migration will form the basis for a refreshed high-value collaboration tool that ADP users can leverage in their day-to-day work tasks to improve productivity.

Solution

We migrated select Jive Places and related content from the current ADP Jive instance to the ADP Office 365/SharePoint Online tenant, leveraging automated migration utilities and associated consulting. We prioritized and scheduled content migration to minimize the impact on end-user access for ongoing collaboration. This included working with ADP on an overall Communication, Change Management, and Adoption effort.

Business Benefits

  • Reduced Jive licensing and ongoing support costs
  • Reviewed and eliminate unnecessary Jive Places and related content from migration efforts
  • Access to relevant information easier for users
  • Established an “ownership” mindset among teams to maintain relevant content on an ongoing basis​
  • The functionality of the new platform motivated users to view this transition as a productivity-enhancing move​
  • ADP now has a single platform for company communication, collaboration, and coordination
chatter anywhere

Chatter Anywhere

Client Profile

Multinational beverage corporation, and manufacturer, retailer, and marketer of nonalcoholic beverage concentrates and syrups.

Situation

Salesforce Chatter is the official social solution and access to Salesforce Chatter across all web based platforms used at the company is desired. A couple of web based platforms used within the company have built unique integrations with Salesforce Chatter resulting in multiple code bases for maintenance and enhancements. Integrations for Salesforce Chatter are not available for additional platforms used at the company such as those built on Adobe Experience Manager and SharePoint.

Solution

A shared Javascript based client solution which can be used across all web based platforms:

  • Serves as an API tool for platform developers at the company to bring Salesforce Chatter integration to any platform
  • Hosted by Amazon AWS, authentication and access to the Chatter API is provided by an enterprise ESB
  • Includes installation and usage guides for users and developers
  • Provides for a Chatter group feed, allowing users to interact with Salesforce Chatter from the UI of any web based platform
  • Allows users to easily share the link to a page hosted in any web based platform within minimal number of clicks

Business Benefits

Users are able access Salesforce Chatter from any web based platform used at the company. A single code base is used for all web based Chatter integrations reducing costs for support, maintenance, and deployment of the solution.


Human Resources

Human Resources is the set of individuals who make up the workforce of an organization, business sector, or economy. “Human capital” is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and economic growth). Likewise, other terms sometimes used include “manpower”, “talent”, “labour”, or simply “people”.

From the corporate objective, employees have been traditionally viewed as assets to the enterprise, whose value is enhanced by further learning and development, referred to as human resource development. Organizations will engage in a broad range of human resource management practices to capitalize on those assets an employee base that is a mirror reflection of the make-up of society insofar as race, gender, sexual orientation etc.

  1. Skills and qualifications: as industries move from manual to more managerial professions so does the need for more highly skilled graduates. If the market is “tight” (i.e. not enough staff for the jobs), employers must compete for employees by offering financial rewards, community investment, etc.

In regard to how an individuals respond to the changes in a labour market, the following must be understood:

  • Geographical spread: how far is the job from the individual? The distance to travel to work should be in line with remuneration, and the transportation and infrastructure of the area also influence who applies for a position.
  • Occupational structure: the norms and values of the different careers within an organization. Mahoney 1989 developed 3 different types of occupational structure, namely, craft (loyalty to the profession), organization career path (promotion through the firm) and unstructured (lower/unskilled workers who work when needed).
  • Generational difference: different age categories of employees have certain characteristics, for example, their behavior and their expectations of the organization.

Communications

Business Communications is a term for a wide variety of activities including but not limited to: strategic communications planning, media relations, public relations (which can include social media, broadcast and written communications, and more), brand management, reputation management, speech-writing, customer-client relations, and internal/employee communications.

Companies with limited resources may only choose to engage in a few of these activities while larger organizations may employ a full spectrum of communications. Since it is difficult to develop such a broad range of skills, communications professionals often specialize in one or two of these areas but usually have at least a working knowledge of most of them. By far, the most important qualifications communications professionals can possess are excellent writing ability, good ‘people’ skills, and the capacity to think critically and strategically.

Danny RyanHR and Communications