The Document Is In My Jam Page

I had to step in for David Ludlow last week for an executive presentation on SAP and SuccessFactors solutions. I have done this multiple times in the past and I have used David's solution presentations. This time when he suggested that I present to this group of executives from a US chemical company, I asked David for his HR Insider 2014 Keynote presentation. Usually David sends it via email, puts it in a folder or sends it via an internal file transfer system called SAPMATs. This time however he replied and said that that presentation is in his Jam page. He did not have to say anything more. I knew where to find it.

This is an interesting turn of events. David and many other colleagues have started posting content such as our key presentations to our SAP Jam profile pages so that anyone in the company can access those assets. The key thing here is that content is attached to a person rather than the other way around. A nice example of people-centric design.

SAP Jam documents are associated with a person's profile.

Editing In SharePoint Vs Editing In SAP Jam

At SAP we use both SharePoint and SAP Jam. SharePoint is used by the SuccessFactors product marketing teams to post content for field colleagues and partners. SAP Jam is used for sharing and conversations. Editing is SharePoint is very different from editing a page on Jam. Jam editing is WYSIWYG where as editing in SharePoint, while very strctured and robust, is not WYSIWYG.

WYSIWSG matters a lot for user engagement. I noticed that many of my colleagues just do the essential in SharePoint because it feels a bit like configuring a system rather than editing a page. SAP Jam on the other hand makes editing more like editing a document and thus improves user engagement. In fact it is so easy to set up an SAP Jam group for a topic that Jam groups are proliferating like rabbits everywhere. Sometimes I think there should a limit on the number of Jam groups a person is allowed to create.

The Edit screen in Jam feels like editing a Word document

SAP Jam Acts Like A Catchment Area For Knowledge

Internally at SAP, many teams use SAP Jam to share their knowledge. Like trees in a forest holding water and releasing them for use over months, SAP Jam acts as a catchment area of knowledge and makes that knowledge available in a lasting manner for people thirsty for it.

Last week, I had to present to IT and business executives from an European banking customer on the topic of SuccessFactors Analytics, among other cloud HR topics. I am not the solution manager for the Analytics topic. So I had to prepare for it and put together my own story. I have a very difficult time using other people's presentations. I find it hard to present on a topic, unless I write my own story. So, I went to the SuccessFactors Workforce Analytics Jam group where I found every piece of content and learning I needed on the topic.

I found a video of Lars Dalgaard talking about the value for Analytics for CEOs. His knowledge was available to me even though Lars is not with SAP anymore. I found the videos shared by Mick Collins, the principal consultant,  explaining how to communicate the value of Workforce Analytics. I found a video of how to prepare to demo Workforce Analytics. I found all the sample presentations and the discussions around the content in those presentations.

Here is a screen shot from my presentation.

I probably saved about ten hours of preparation time and improved the quality of my presentations many fold. The problem with such rapid learning is that I might end up doing more SuccessFactors Analytics presentations to customers. When I have some time, I might post a video of how I spoke to this customer about Workforce Analytics.

Here is a screen shot of the Workforce Analytics Jam group. It is arguably the best run Jam group at least in the people cloud area.

SAP Jam Adoption Models

SAP Jam Helps Your Create A Learning Marketplace

In their ground breaking book titled 'A Pattern Language", Christopher Alexander, Sara Ishikawa and Murray Silverstein  say that "Concentrated cloistered universities, with closed administration policies and rigid procedures which dictate who may teach a course, kill opportunities for learning". To me this sounds a lot like today's corporate learning management systems.

The authors of  "A Pattern Language"  go on to say that "The original universities in the middle ages were simply collections of teachers who attracted students because they had something to offer. They were marketplaces of ideas, located all over town, where people could shop around for the ideas and learning that made sense to them".

This to me sounds a lot like SAP Jam which breaks rigid barriers to learning and opens up the flow of knowledge. Any employee who has anything valuable to share can do so via a document, a blog post or a video. Any employee who is looking for learning opportunities can search for the right content and the right teacher. This design of SAP Jam is not an accident. The design team of SAP Jam has learning in its DNA. A lot of these features, particularly the video based sharing and learning features came from a product called Jambok which was created by a company co-founded my colleague Karie Willyerd, the former Chief Learning Officer of Sun Microsystems.

If you want to create a vibrant learning marketplace that unleashes learning and collaboration in your organization, consider SAP Jam. It will be one of the best learning investments you make.

People Watched Tutorial Videos For About 2 Minutes

For about five years now I have been posting tutorial videos on YouTube. I primarily post to YouTube so that I can embed those videos in my blog posts. When I explored that analytics recently, I found an interesting statistic. Almost all viewers watch the education videos I post for about 2 minutes.

I find this data very interesting because, for a while I have been trying to find out  the optimum duration for an educational video posted in an informal learning tool such as SAP Jam. When I asked my colleagues who watch the videos I post on Jam they told me that 7 minutes was a good time. But it evident from the analytics below that people consistently watched the videos I posted for about 2 minutes. The style of presentation and the type of  content I post internally in SAP Jam is similar to the ones I post on YouTube. They are all educational in nature. This might be an interesting input for all the SAP Jam customers.

Beyond Collaboration - Empowerment

Product managers of social collaboration products talk about improving productivity and enabling relationships. However they rarely talk about the role a social collaboration tool can play in empowering employees. Social collaboration tools have the power to bring out the inner entrepreneur in every employee.

When a social collaboration tool such as SAP Jam is deployed in an organization, it provides employees with a platform to showcase their work to a set of audience that cares about their work.  When my colleagues started using SAP Jam I suggested that they all treat their product pages like their store front. Many of them did so with enthusiasm. They got to display their wares. They found out who is visiting their pages. They got feedback about their work from those who actually cared about their work. They understood the popularity of their work or the lack thereof. Their internal customers started finding them directly and reaching out to them. Then I noticed something interesting. Those who took advantage of SAP Jam had better visibility within the company and got better projects and job opportunities within the company.

José Villegas Cordero - The Slipper Merchant 

Even though it is not the stated intention, technologies play an important role in disrupting status quo and bringing about positive change. Mobile phones did that to fishermen in India by cutting out middlemen. iTunes did that to music. Netflix is doing that to television. Craig's List did that to classified Ads. Amazon did that to Borders. The casuality of SAP Jam and other collaboration tools, in my opinion, will be the corporate middle manager. If your only expertise is supervising people, you should be scared. Very scared.

SAP Jam Can Enable Management Innovation In an Organization

Earlier in my career at LearningByte, I created and sold elearning content for a living. The business of learning content creation and administration was very lucrative. Our revenue was about $14MM and we were valued at about $60MM when we sold the company. I am glad that there was no SAP Jam at that time. Our company would not have been viable had Jam been around.

Multimedia content creation was expensive.
Content creation was expensive, time consuming and beyond the reach of mere mortals. In those days only the high priests in the training department could have access to content creation tools. If a subject matter expert wants to create content, she needs to rely on the training content development team or pay a vendor over $ 30,000 to create an hour of learning content. The process took months and cost a lot of money.

Sharing content with a large audience to influence their thinking was near impossible.
The high lords of the learning management team need to approve your content and then another team needs to enroll users and market the content. By the time the content reached the audience, the content was stale, irrelevant and brought little value for the consumers of that content. Learning roll out was so difficult, that roll out of a good learning program got people promoted in an organization.

While emailing content to a specific audience was possible, the nature of the technology did not encourage people to share content widely and frequently. Email was also sees as an intrusive tool.

Such barriers ensured that learning and information sharing in an organization was hierarchical and top down. If you are not a cost center owner with a lot of money to spare, spreading ideas and influencing others was near impossible. With SAP Jam, these barriers are eliminated. Content creation tools, such as video creation tools, that used to cost hundreds of dollars per user per year are now available to every employee in an organization for practically no cost.

Content sharing and tracking technologies that used to cost hundreds of dollars per user per year are now a standard part of SAP Jam. You might think that SAP Jam is a good cost saving tool. That is true. SAP Jam provides the same value provided by a collection of tools that used to cost tens of millions of dollars per year.

Image courtesy fusionmgt.com

However, I believe that the true benefit is not cost savings. The true benefit is the way SAP Jam democratizes content creation and establishes a meritocracy within any organization that uses Jam. It breaks down barriers between teams and enables connections that were otherwise unthinkable. Any organization that uses Jam will see its organization model move from a hierarchy to a lattice. Such a change can bring about management innovation that fits your organization and help create a competitive advantage that is hard for competitors to replicate.

This management innovation is not going to be without friction. Any innovation will cause friction. This will disrupt entire departments, management structures, information flow and ultimately the way the entire organization functions. 

SAP Jam For SAP ERP HCM Customers

There are over 12,000 SAP ERP HCM customers. Only about 620 of them are using SuccessFactors talent management applications today. I got a few questions from SAP HCM customers about how they can start using SAP Jam, even though they have not started using SuccessFactors for talent management yet.

In the video below I explain, how that might work for customers.



My colleague Bianka Woelke who designed integrations between SAP ERP HCM and SuccessFactors created a demo and showed it at ASUG last month. Giovanna Enea, my colleague and product manager for SAP Jam has a session at HR Insider Amsterdam. She will talk about this and other ways Jam can be used for talent management.

I will talk about this at my session on social and mobile innovations as well. If you have questions please stop by at my session or the Ask-The-Experts area. I'll be glad to discuss your needs with you.

SAP Jam Has 9.8 Million Subscribers

At Sapphire 2013 SAP Co-CEO Jim Snabe announced that SAP Jam has more than 9.8 Million Subscribers. That is impressive growth. I was personally involved in a few SAP Jam pursuits. Many customers who buy SuccessFactors Learning for their entire employee population, see SAP Jam as a natural extension of that learning management tool.

Image via Sameer Patel

I have great respect for the collaboration products built by standalone providers and CRM providers. But the huge advantage SAP Jam has is that is is part of most people management software conversations. So when a customer with a million employees considers learning management tools for their employee population, SAP Jam gets a million additional users.

The integration between SAP Jam and SuccessFactors learning is useful and built-in. SAP Jam is natively integrated with SuccessFactors Employee Central. So when a customer with 500,000 users buys Employee Central, SAP Jam is part of the conversation.There are many more possible useful integrations under consideration that will make SAP Jam a part of every sales conversation that SuccessFactors and SAP HCM sales teams have with customers. That is hard to beat even for the best stand-alone collaboration tool providers or tools from CRM providers. SAP Jam is also integrated with SAP OnPremise HCM via the employee master data integration that we released last year. This integration makes it possible for SAP ERP HCM customers to have standard integration with SAP Jam and use it for purposes such as informal learning and social onboarding.

The SAP Jam team is a brilliant and capable team. They also have this huge barrier to entry on their side. SuccessFactors has over 18 million users. SAP HCM has over 25 million users. I would not be surprised if this SAP Jam subscribers number doubles in a year or two.

You can read my hypothesis for social-software-at-work here.

SAP Jam Can Help Retain Talent In Your Organization

When my colleagues and I were designing Career OnDemand we spoke to close to hundred recruiters around the world. We asked them about the places they go to for talent. Most of them said that they go outside the company to professional networking sites such as LinkedIn and other interest specific professional networking sites such as Stack Overflow for engineers or Behance for designers. Not a single one of them said that they look internally. I asked them why and they said that there are places and tools to look outside while there are no places or tools to look for a people inside a company.

I realized that in almost all companies internal candidates were being overlooked, partly because they could not be found. Most internal candidates in such organizations either look for a job outside or become disengaged. This is not only unfair to internal candidates but also a huge drain on the recruiting dollars and talent management investment in a company.

I am pleased to say that SAP Jam has taken steady and significant steps to address the root cause of that problem. First, SAP Jam creates auto groups for employees based on the organizational chart and enables teams to collaborate and be found with a simple search. Second, employees can create topic specific groups to exchange information and knowledge about specific topics to get work done, which surfaces experts on the topic.  Third, administrators can identify experts in every group and make them featured members, even if they are not very active in internal social networks. By making useful tools for people to get their work done, Jam enables internal employees become find-able.

The video above talks about employees finding experts. However, what is not obvious is that this rich pool of information is a great place for a recruiter or hiring manager to look for talent. 

There are three ways a recruiter might go about finding the right internal candidate for a job.

1. Recruiters can do a simple people search using key words and identify people based on their titles, the work they have done and the conversations they have had. They can filter the results by date range and sort the results by relevance. Recruiters already do this in LinkedIn and know the value of search.

2. Recruiters can join the top groups focusing on the topic and notify everyone in that group about new jobs in that area. Even in a large company such as SAP the popular groups for every topic can be easily identified with a simple search. This is significantly better than email blasts to the entire company or location, which is what most companies do to find internal candidates.

3. Proactive recruiters can join groups focusing on specific topics. They can then use the “Track a Term” feature to ask Jam to periodically email them a list of people who are actively discussing topics. This feature works like Google Alerts for talent. A mobility recruiter for example can join groups related to mobility and track terms such as iOS, Android, Windows8 and so on and SAP Jam will keep her posted about the people who are discussing those topics the most. Since this list will reside in the recruiter’s email folder, he or she can search for internal people right within the email client.

We have a long way to go before this problem is addressed efficiently. For example, we could have custom apps for recruiters to search for talent within a company. SAP Jam has made a very good start. If you are interested in talent retention by enabling recruiters and hiring managers to look internally, consider SAP Jam.

Auto Groups Make New Hires Feel At Home On Day One

In my third year in college I was elected as the general secretary of the creative activities club. Once i was elected, I automatically was included in multiple student committees, invited to the director's annual dinner, the deans monthly meetings and so on. I was instantly part of all the right groups, met the right people and had a clear idea what is expected of me. All this happened without any specific effort from my part and without any significant effort from the President of the student's union. My university had a well oiled policy of introducing the new student secretaries to the right people and the right activities at the right time. I guess Universities have a lot of experience in welcoming new people and making them feel at home.

Unfortunately most business organizations today lack even the very basic policies and tools to on-board new employees, transferred employees and relocated employees. It is particularly pathetic when there is a merger or an acquisition.

SAP Jam has a seldom discussed feature called Auto Groups. This simple, yet powerful feature in the Enterprise edition of SAP Jam automatically adds employees old and new to select groups based on policies set by company administrators.

Auto Groups automatically adds new hires and transferred employees to select groups and makes them feel at home

The moment I say policy you may think that this is a cumbersome activity that will take a long time to implement and will cost a lot in consulting fees. That is not the case. I am one of the several company administrators of Jam at SAP. I have done this myself. It is a point and click activity that takes less than 5 minutes to complete. Administrators can test the waters with a few auto groups to check how it works for them before adding more groups.

For example a company administrator can create a group for people who were hired in the past 90 days in Palo Alto. Administrators can create any number of groups. The policies can be as open or as regulated as an organization wants it to be. I believe this is a very powerful feature that CIOs and HR leaders are going to love. It is going to empower people and make organizations more effective. 

After I posted this my colleague @jameslkelley shared his thoughts about how auto groups helped him when he came on board.

Recommendations Feature in SAP Jam Makes Us Productive

One of the questions that I always get asked by people who come to SAP HCM Exchange, the internal SAP Jam Group for HCM colleagues, is how will people know what content to look at first and whom to follow to get information on specific topics.

Since the release of SAP Jam internally for SAP and SuccessFactors Employees, I have been exploring it pretty closely to see how some of the new features can solve these real world problems that we were facing.

The recommendations feature in Jam has addressed this problem we were facing to a great extend. The algorithm acts a bit like a news paper editorial team that picks the most important and most popular news and puts it on the front page. However unlike the new paper editor, the importance of the content is determined by the popularity of the content and the relevance of the content to a particular individual.

Figure : Recommendations of people and content is posted on the top of the Feeds page.

Users can also go and see more recommendations where they can filter content by day, week and month.

Figure 2 : Recommendations page where the content can be filtered by day, week and month.

The SAP Jam team has taken a good first step towards making social media updates more manageable for users, particularly the new ones. I am sure that this feature is going to speedup Jam adoption and usage inside SAP.

You can read about all the features in the latest release of SAP Jam in Keith Hamrick's blog post.

Jam Can Engage People Across Multiple Legal Entities

SAP and SuccessFactors organizations function as two separate legal entities, even though people from both organizations work together closely. This has its pluses and minuses. On the plus side SuccessFactors retains its cloud DNA without a larger organization influencing the way it does businesses. On the downside, this keeps organizational systems including HR systems separate, which makes it difficult for people from each organization to quickly look up each other.

The SAP Jam team and the SAP IT team got together and brought both organizations together in SAP Jam. Today, even though the organizations run two different HR systems, we are able to look up each other and understand where the other person works, who they work with and what they do. This is not a hypothetical situation that Jam could be used for. This is a real world problem that Jam is solving for SAP and Successfactors today. Imagine this. The shared organizational information in Jam alone saves every SAP and Successfactors employee who works with each other about 15 minutes a day. Apart from the time savings, it also speeds up business execution and decision making.

It got me thinking that SAP Jam can play a very important role in companies that have multiple legal entities or country subsidiaries running multiple HR systems. The SAP Jam and IT teams even know how to bring this data together, how long it will take, how much will it cost to implement and what the Dos and Don't are. I am sure that our customers will find this useful.

SAP Jam Combines The Best Of Jam and Streamwork

SAP jam combines the best parts of SuccessFactors Jam for enterprise social networking, the SAP StreamWork application for social workflow and problem-solving as well as new capabilities. I am personally very thrilled about two of my favorite teams coming together. I got to see and use the new product in our internal production instance.

Today while I was working on one of my projects, I saw the link to a video where our Co-CEOs video talked about 2012 Q3 results. It was interesting to learn about the details without leaving the online workplace where I collaborate with most of my colleagues.

Here is another screenshot of how the updates page looks.
Apart from the standard updates, I also get nudged to look at popular content that is relevant for me, colleagues that I should follow and content that I might be interested in. Jam has been a smashing success for us internally at SAP and it is getting better by the day. Some of our best designers and engineering minds are behind the product.

SuccessFactors Jam Played an Important Role During The Merger

During SAP TechEd last week, I was invited to an analysts and influencers meeting with SAP's Co-CEO Bill McDermott. Vijay Vijayasankar, Associate partner from IBM and SAP Mentor asked Bill about the use of SuccessFactors applications inside SAP. I was not surprised when Bill singled out SuccessFactors Jam as the product that created the most impact inside SAP.

I had a ring side view of this unfolding in the weeks and months after SuccessFactors became an SAP Company. Email systems were not unified. We did not have access to each others networks. But every team inside the company, every individual for that matter, had the right to create a Jam group and invite anyone from either company to collaborate  share, create and decide. We took full advantage of that and executed with remarkable agility.

Two factors were key to the success of Jam usage inside SAP. The first one was that the product was in the cloud and was used without IT support. Second reason is the video creation and sharing tool in Jam.

I will recommend SuccessFactors Jam for this particular use case for all SAP Customers. I think every organization in the world will face M&A scenarios more often that before.

Here are some M&A statistics. Mergers and acquisitions increased 12 fold between 1985 and 2012. The total value of mergers and acquisitions in 2011 is $ 5 trillion.

A total of 43,000 M&A deals were announced in 2011. Although mergers and acquisitions slowed a bit in 2012, they remain a preferred way for organizations to attain growth.

Content, Consumption and Conversation

SAP HCM Exchange is a community powered by SuccessFactors Jam. This is the community of products and sales colleagues where all sales assets are shared, consumed and discussed. It has been working well for us so far. My colleague Michael Sven Kandziora, tracks three things in the HCM Exchange every week. The content created, the level of consumption and the number of conversations. SuccessFactors Jam gives community administrators detailed data about content, consumption and conversation. Michael and Enric Gili Fort designed the reports that give us clear insight into the week that was in the community. These reports then determine our action plan for the following week. 


Thanks to the reports provided by SuccessFactors Jam, at any given time, we can determine the exact impact our work is having on the capabilities of our HCM Field colleagues.

Michael, Enric and I also wanted a single number to determine the capability of the community. So we came up with an index called the Community Capability Index which is a product of Content, Consumption and Conversations in the community. We believe that this single index will help us track the overall value generated by the contributors and participants.

Here is a sample Impact report that Michael sends out every week. This is in effect, tracking the informal learning that happens in the community on a weekly basis. SuccessFactors Jam has been a phenomenal success to promote informal learning within SAP teams. I believe that this is going to impact HCM revenue this year to the tune to tens of millions of dollars. What I like about it is the precision with which we can take action based on the data we get.

We also get data at about every participant in the community. Such data gives us insight into the participation of every product and field colleague in every topic area. We can target content creation or focus attention on a particular topic area on a weekly basis, based on the real time data we get. This is some of the best insight I have derived from a system in a long long time.

Michael is going back to Germany in a month after completing his stint here in Palo Alto. If you are an SAP hiring manager in Europe, you should give him a call. He is going to be hot property.

SuccessFactors Jam Turns Documents From Information Repositories Into Information Radiators

A few months back, I wrote about information radiation as an educational technique. This is the technique of posting documents on a physical wall in the project room so that others stumble into it and learn about it. Sometimes a second person may join the viewer and strike up a conversation, which in turn enhances their learning. We started doing this with good results for teams in a physical location.

We are now able to replicate this online in the HCM Exchange community that we maintain for virtual teams. Most of the content in organizations, even in the age of the internet, exists in documents. People in organizations are more comfortable creating and sharing information in document formats. We found this out by analyzing the content creation and consumption patterns in collaboration rooms. These documents could be in PowerPoint, Microsoft Word or Adobe PDF formats.

Image Courtesy  flickr.com/photos/charlie_cravero/ 

SuccessFactors Jam display all pages of a document in the group wall where pages of the document catch the eye of participants. They can comment on those documents right there on the group wall. When they click on a certain page, they are directly taken to that page. They can then comment on particular sections of that page. These comments inturn, show up on the group wall, where one or more people can join the conversation about content in that page. We noticed that consumption of documents and collaboration around documents goes up when documents updates show up in the group wall. 

In our community SuccessFactors Jam is turning existing documents from information repositories to information radiators. This is helping my colleagues crack open documents, discuss them, debate them, add to them and spread the word efficiently and more frequently that it was possible before.

Here is an example of how SuccessFactors Jam enabled a conversation about a section of a document between my colleagues. The key thing to note here is the idea to think about mentoring came from a colleague who manages the Analytics products who would not have otherwise looked at this document.

Information radiated and enabled a very meaningful conversation thanks to this feature in SuccessFactors Jam.

Successfactors Jam makes SharePoint documents more collaborative

Microsoft SharePoint is a document collaboration tool used by about 100 million users in the world. Microsoft reports that it makes about a $1 billion a year with SharePoint. With that kind of traction in the market and Microsoft's might behind it, SharePoint is going to be around for a while. Many SAP customers use SharePoint or have used SharePoint in the past to store their documents and collaborate around documents.  So I was pleased to explore the SharePoint connector for Jam and share the value it brings to customers. This is how it works. While using SharePoint, a person will be able to publish a link of a document or the document itself to Jam.

If a link is posted, anyone who clicks on the link will be redirected to SharePoint. If the document is posted to Jam, the document is converted into a format that reduces the barrier for collaboration and enables collaboration at a more granular level. For example if a PowerPoint presentation from SharePoint is posted to Jam, users view and comment on the document even if they do not have PowerPoint software installed in their computer. They can view and comment not just at a page level but also at a 20*20 pixel level.

Let's take a example of a graphic artist sharing a series of images with a client, stored in a PowerPoint file. She can comment on the color of a button the size of 20*20 pixels to convey her concepts. The client can also discuss the screens at the same level to respond to her comments or add new comments.

If a doctor is sharing an x-ray with a colleague, she can point our a small area on the x-ray and have a discussion about that image without the need for any additional software.

If the document contains a team photograph of a project team, each member can be tagged in the photograph, like we do on Facebook, so that colleagues who are distributed can put a face to a name.

The document stored in Jam is automatically indexed and made searchable from the SuccessFactors Learning management system, should anyone search for it using a keyword from there. Thus the document is also immediately made available for informal learners and on-the-job learners.

I believe SharePoint as a document management system is not going to go away anytime soon. So I am very pleased to find out that Jam and SharePoint work spaces compliment each other well and bring additional value for customers should they choose to use both together.

I'll write about the more granular collaboration enabled by SuccessFactors Jam in a later post. It has some very compelling uses.

Informal Learning For Those Who Don't Use A Computer

A significant portion of the world's workers do not work in the knowledge industry. For example, people who work in the mining industry and utilities industry may not always use their computers to get their job done. However there is a heavy need for training in all industries in the world. In some cases this training needs to be delivered to where the person is rather than bring the person to a training room.

The video capture feature in SuccessFactors Jam mobile application enables people who are not computer users to create training content, share it, search for it and consume it from their mobile devices. The process is so simple that any person who users a smart phone today will be able to post, share, search and consume content. They will even be able to register their appreciation, and discuss the content by entering their comments from their mobile devices.

I made a quick video to show how this can be done.

Some key things to note are
 1. A person can create and post video content from a smart phone.
2. The content is searchable from the the company's learning management system
3. The content is searchable and viewable in a mobile device.
4. Viewers can indicate the value of the content by viewing it, liking it or discussing it.