human resource development and solution using social media platforms by segun akiode
TRANSCRIPT
Presented By
HR DEVELOPMENT AND SOLUTION USING SOCIAL
MEDIA PLATFORMS
Segun Akiode, ACIPM
At The
2015 RCCG ADMIN OFFICERS
& COMPUTER SECRETARIES CONFERENCE
April 14, 2015
Introduction
I’m a born Teacher…
A Chemical Engineer turned Human Resources Professional.
I’ve HR related experience covering talent acquisition, HR consulting and HR generalist.
I’ve a growing interest in social recruiting and employer value proposition/employment branding.
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Overview
The exploding growth of social media has significantly changed the way people communicate at home and at work.
Social media has changed the way we communicate and social media platforms present great opportunities for businesses today.
Social media influences such areas as internal and external communications, recruiting, organizational learning and collaboration, and more.
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What are Social Media Platforms?
Social media are information-based tools and technologies used to share information and facilitate communications with internal and external audiences.
Well-known examples of social media platforms are Facebook, Twitter and LinkedIn, but social media can take many different forms.
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What are Social Media Platforms? Contd.
Other forms of Social Media Platforms include Internet forums, podcasts, pictures and video sharing sites, e-mail, instant messaging, music sharing programs, and document sharing sites, to name just a few.
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What are Social Media Platforms? Contd.
Social media platforms are sometimes known as “Web 2.0”, a term encompassing technologies such as online forums, blogs, instant messaging, wikis (Wikipedia, Wikimedia), and other applications like Google Docs and other Cloud based applications like Dropbox, OneDrive etc.
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HR & Social Media Platforms
There is growing need for HR Professionals to
understand the use of Social Media
technologies and “Web 2.0” platforms.
For HR Professionals to be able to add value
to the workplace, they need to understand
workforce demographic/generations as well
as technological and social changes.
HR Professionals need to respond to the
social and communication changes that wide
community usage these social media
platforms bring to the workplace.
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Workforce Demographics and Social Media
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Generation Y (16-30 years) Generation X (31-46 years)
• They love to “ping” on social media networks or just send a quick instant message. As they are all about efficiency and speed.
• They think Facebook, Twitter, blogs,
etc., are great ways to foster collaboration and innovation in any organization.
• They do not need to see their peers to
build a strong relationship with them – online bonds equates a physical bond.
• They prefer to do business over e-mail. As they find it more effective that way.
• They do not have a problem adjusting to Facebook and other social media sites, but they do not have to use it.
• They believe face-to-face meetings are
needed occasionally but in reality, things can be done via e-mail.
Workforce Demographics and Social Media Contd.
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Baby Boomers (47-65 years) Traditionalists (66-86 years)
• They believe business is most effectively conducted in face-to-face meetings or at least over the telephone.
• They believe face-to-face interactions build better rapport and stronger relationships.
• They have started experimenting with Facebook and Twitter, but they honestly do not understand what all the hype is about.
• They have only conducted business through face-to-face meetings. That is just how it works best for them.
• They do not see the value of social
media sites like Facebook or Twitter as a workplace tool. They believe it lowers productivity.
HR Applications of Social Media
Talent Acquisition/Recruiting and Employer
Branding (LinkedIn, Career Sites, Job-boards,
YouTube channels and cool recruitment videos, job
podcasts)
Building employee engagement, knowledge
sharing and communication (Company Blogs,
Newsletter, Intranet, Twitter chats, Virtual training
and Webinars)
Strategic real-time listening tools for
business intelligence (Google Alert, using RSS
feeds and social bookmarking tools)
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HR Applications of Social Media Contd.
Expanding learning opportunities among
employees and thought leadership
initiatives (Virtual trainings, Webinars, Podcasts,
all employees are encouraged to blog often about
their expertise)
Collaborative tools to improve work product
and workflow (Wikis, Intranet, Slideshare for
accessing conference presentations, internal social
networks to establish relationships with employees,
advertise positions, and seek employee referrals)
HR Administration (HRIS that is Employee-
centric and social in nature, and able to cater for
employees regardless of where they are in the world
or organization hierarchy
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Pros & Cons of Social Media Platforms
As with most technologies, there is no one-
size-fits-all approach and no single right way
for an organization to use social media
platforms.
The benefits and drawbacks of social
networking platforms vary based on platform
type, features, industry, and the organization
itself.
Why should an organization have its own
official presence on social media?
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Pros & Cons of Social Media Platforms Contd.
Why should an organization have its own official
presence on social media?
These includes:
Facilitates open communication with employees and
potential hires.
Targets a wide audience, making it a useful and
effective recruitment tool.
Improves business reputation and client base with
minimal use of advertising.
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Pros & Cons of Social Media Platforms Contd.
What are the risk of employees using social media at
work for personal use or by employer as an official
tool?
It can open up organizations to:
The possibility for hackers to commit fraud and
launch spam.
The risk of people falling prey to online scams that
seem genuine.
A potential outlet for negative comments from
employees about the organization.
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In Closing…
Human Resources may be tempted to leave social
media matters to the organization’s information
technology managers.
But experts warn that the issues involved in social
media use – privacy, confidentiality, appropriate
communication styles, productivity and time
management – are squarely in HR’s control.
Drafting Policies on appropriate use of these
evolving social media platforms are HR’s
responsibility.
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Connect With Segun Akiode
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@segunakiode
744990AE
http://segunkiode.com
Thank You All
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© segunakiode.com 2015