Social Media and Human Resource Management
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This document discusses the role of social media in human resources. It begins by defining social media and its growing importance. It then outlines how social media is used in HR for networking, information sharing, recruitment, and training. Key benefits include improved employee engagement, effective recruitment, and facilitating training. Social media has also changed HR by enabling new forms of employee communication, giving employees a voice, and impacting employer branding. The future of social media in HR will include greater knowledge sharing and access to resources, reevaluating corporate values, and supporting innovation. However, legal implications around online screening of candidates must be considered.
Social Media and Human Resource Management
- 1. SOCIAL MEDIA AND HR BY- GROUP 3 โขPulkit Gupta โขRohit Lamba โขGaurav Wadhwa โขPranav Goyal โขGeet Gupta Human Resource Management BBA(Gen), Sec-B
- 2. Preview โข What is Social Media? โข Introduction โข Social Media in HR โข Importance of Social Media in HR โข 3 Main Changes in HR due to Social Media โข Future of Social Media in HR โข Legal Implications
- 3. 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 โrewire the way people spread and consume informationโ
- 4. INTRODUCTION โข Social media is a popular communication tools nowadays. โข Everyone who has to sayโor sell today uses social media. โข Social media provides recruiters, hiring managers with an existing talent pool from which to handpick potential employees.
- 5. This Graph shows the increasing usage of Social Media which is being adopted by companies
- 6. SOCIAL MEDIA IN HR โข Social Media allows to expand networks on several different levels. โข Human resources is no exception to this new reality. โข By expanding our networks, we increase our access to the latest information and cutting edge tools.
- 7. SOCIAL MEDIA IN HR โข HR professionals uses to share and disseminate information. โข They uses this as a networking tool. โข They are using a whole new array of platforms such as LinkedIn, Facebook, Twitter, blogs, webinars.
- 8. SOCIAL MEDIA IN HR โข Companies regularly meets and communicates through LinkedIn and webinars. โข "The growth of online forums has made this sharing possible not just domestically, but also on a regional and even global basis,โ. โข This collaborative approach allows practitioners to save time on basic research and keeps them from constantly reinventing the wheel.
- 9. IMPORTANCE OF SOCIAL MEDIA IN HR IMPROVES ENGAGEMENT โข Internal networking through social media can enable faster. โข Less hierarchical information sharing . โข So act as a powerful way of building employee engagement. โข Technologies can be used to build internal communities. โข For example, a number of organizations uses Yammer which allows colleagues to connect in a secure online environment.
- 10. ENABLES EFFECTIVE RECRUITMENT โข Recruitment process is more open and democratic. โข Social media is free and can produce a very rapid and varied response. โข Example- Over half of UK job seekers uses social media in their job search (Simply Hired).
- 11. RECRUITMENT THROUGH SOCIAL MEDIA โข Recruiters routinely go online to search for new talent on sites such as Facebook and LinkedIn. โข 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.
- 12. FACILITATES TRAINING โข Creates a more open and less hierarchical form of learning. โข It can react to the changing environment and disseminate new learning quickly and effectively at low cost. โข More motivating and interesting for employees.
- 13. Other Benefits. โข Stay in touch with colleagues and friends. โข Help colleagues find you. โข Find candidates for jobs. โข Find a new job. โข Establishes your online brand.
- 14. Social Media Changes HR in 3 Fundamental Areas
- 15. 1. Employee Communication 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
- 16. 2. The Voice of Employee 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.
- 17. 3. Employer Branding Before 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.
- 18. FUTURE OF SOCIAL MEDIA IN HR โข Resources at your Fingertips. โข Reevaluating Corporate Values. โข Supporting Innovation.
- 19. RESOURCES AT YOUR FINGERTIPS โข Will help in knowledge sharing with the help of online activities. โข Will help to spread awareness in quick seconds. โข Public Relations will become more Stronger.
- 20. REEVALUATING COORPORATE VALUES โข Social Media will help finding business solutions faster and from a wider variety of sources. โข It will also mean that the business will need to be able to respond to the needs of their customer faster.
- 21. SUPPORTING INNOVATION โข There is tremendous potential in social media tools for collaboration and the sharing of real-time ideas or solutions with team members. โข Employers will rely on blogging to collaborate and inform leadership groups around practices and methodologies of the business.
- 22. LEGAL IMPLICATIONS โข HR department needs to "check with caution". โข What are the legal implications if a candidate is refused employment as a result of something that is found online? โข It is very easy to make judgements based on incomplete or misleading information.
- 23. LEGAL IMPLICATIONS โข HR professionals must ensure that they make and retain good records of the selection process. โข Selecting and de-selecting candidates online is still new territory. โข Organizations also have a lot of fear about unsuitable information being found about them online.