social media and human resource management
TRANSCRIPT
SOCIAL MEDIA AND HRBY- GROUP 3
•Pulkit Gupta •Rohit Lamba•Gaurav Wadhwa•Pranav Goyal•Geet Gupta
Human Resource Management
BBA(Gen), Sec-B
Preview
• What is Social Media?
• Introduction
• Social Media in HR
• Importance of Social Media in HR
• 3 Main Changes in HR due to Social Media
• Future of Social Media in HR
• Legal Implications
Social media includes the various
online technology tools that enable
people to communicate easily to share
information and resources.
MARK ZUCKENBERG quoted-Social Media has the power to “rewire the
way people spread and consume information”
INTRODUCTION
• Social media is a popular communication tools nowadays.
• Everyone who has to say–or sell today uses social media.
• Social media provides recruiters, hiring managers with an existing talent pool from which to handpick potential employees.
This Graph shows the increasing usage of Social Media which is being adopted by companies
SOCIAL MEDIA IN HR
• Social Media allows to expand networks on several different levels.
• Human resources is no exception to this new reality.
• By expanding our networks, we increase our access to the latest information and cutting edge tools.
SOCIAL MEDIA IN HR
• HR professionals uses to share and disseminate information.
• They uses this as a networking tool.
• They are using a whole new array of platforms such as LinkedIn, Facebook, Twitter, blogs, webinars.
SOCIAL MEDIA IN HR
• Companies regularly meets and communicates through LinkedIn and webinars.
• "The growth of online forums has made this sharing possible not just domestically, but also on a regional and even global basis,”.
• This collaborative approach allows practitioners to save time on basic research and keeps them from constantly reinventing the wheel.
IMPORTANCE OF SOCIAL MEDIA IN HR IMPROVES ENGAGEMENT
• Internal networking through social media can enable faster.
• Less hierarchical information sharing .• So act as a powerful way of building employee
engagement. • Technologies can be used to build internal
communities. • For example, a number of organizations uses
Yammer which allows colleagues to connect in a secure online environment.
ENABLES EFFECTIVE RECRUITMENT
• Recruitment process is more open and democratic.
• Social media is free and can produce a very rapid and varied response.
• Example- Over half of UK job seekers uses social media in their job search (Simply Hired).
RECRUITMENT THROUGH SOCIAL MEDIA
• Recruiters routinely go online to search for new talent on sites such as Facebook and LinkedIn.
• Social media also enables organizations to identify, research and engage directly with the right candidates before they have applied for the role or have even considered changing position.
FACILITATES TRAINING
• Creates a more open and less hierarchical form of learning.
• It can react to the changing environment and disseminate new learning quickly and effectively at low cost.
• More motivating and interesting for employees.
Other Benefits.
• Stay in touch with colleagues and friends.
• Help colleagues find you.
• Find candidates for jobs.
• Find a new job.
• Establishes your online brand.
Social Media Changes HR in 3 Fundamental
Areas
Before Social Media After Social Media
communicated to employee
through person meetings, email,
memos, and interoffice mail.
communicate changes to their
organization making the
assumption that by telling one,
you are telling all.
Changes in policy or corporate
restructures were communicated
the same way
A single tweet or Facebook
update serves as public notice to
any type of corporate change
There was control, predictability,
and a flow to the
communications as well
1. Employee Communication
Before Social Media After Social Media
companies could rely on break
room suggestion boxes, employee
hotlines, and closed room
meetings as a way for employees
to raise and express concerns
Through social media, blogs, and
online forums employees can
now share their experiences and
suggestions good as well as bad.
Like consumers companies have
little control except to monitor,
address the change, and
continue to communicate.
2. The Voice of Employee
3. Employer BrandingBefore Social Media After Social Media
In the past, employers
communicate their job
openings using one-way
conversation tools like the
newspaper, job boards, or
career fairs
HR and Recruiting teams are
now seen as an extension of
their PR and Marketing
departments except their
target audience
HR and Recruiting teams are
forever changed as they use
social media to talk directly to
the candidate if they are
active, passive, or indifferent.
FUTURE OF SOCIAL MEDIA IN HR
• Resources at your Fingertips.
• Reevaluating Corporate Values.
• Supporting Innovation.
RESOURCES AT YOUR FINGERTIPS
• Will help in knowledge sharing with the help of online activities.
• Will help to spread awareness in quick seconds.
• Public Relations will become more Stronger.
REEVALUATING COORPORATE VALUES
• Social Media will help finding business solutions faster and from a wider variety of sources.
• It will also mean that the business will need to be able to respond to the needs of their customer faster.
SUPPORTING INNOVATION
• There is tremendous potential in social media tools for collaboration and the sharing of real-time ideas or solutions with team members.
• Employers will rely on blogging to collaborate and inform leadership groups around practices and methodologies of the business.
LEGAL IMPLICATIONS
• HR department needs to "check with caution".
• What are the legal implications if a candidate is refused employment as a result of something that is found online?
• It is very easy to make judgements based on incomplete or misleading information.
LEGAL IMPLICATIONS
• HR professionals must ensure that they make and retain good records of the selection process.
• Selecting and de-selecting candidates online is still new territory.
• Organizations also have a lot of fear about unsuitable information being found about them online.