Web 2.0, Social Media and HR Presented by [email_address] 2009

Do HR Professionals need to understand and use Web 2.0 and Social Media technologies?

Yes for HR Professionals to add value, they need to understand demographic, technological and social changes.

Web 2.0 and Social Media are now well established as major trends, which are changing the social dynamics of communities.

Web 2.0 and Social Media are now well established as major trends, which are changing the social dynamics of communities.

As well as charisma, etc.........Barack Obama used: a web site with voter generated content voter segmentation by profiles on a large number of sites (Facebook, MySpace, Eons (‘boomer’), Black Planet, MiGente, GLEE (Gays, Lesbian and Everyone), AAPIS (Asians, Americans and Pacific Islanders), LinkedIn Twitter customised content for each site targeted 18 – 25 year olds donation widgets across all of his platforms (with capacity to copy these on to personal Web sites) use of audio visual media

a web site with voter generated content

voter segmentation by profiles on a large number of sites (Facebook, MySpace, Eons (‘boomer’), Black Planet, MiGente, GLEE (Gays, Lesbian and Everyone), AAPIS (Asians, Americans and Pacific Islanders), LinkedIn

Twitter

customised content for each site

targeted 18 – 25 year olds

donation widgets across all of his platforms (with capacity to copy these on to personal Web sites)

use of audio visual media

HR Professionals need to respond to the social and communication changes that wide community usage of these tools bring to the workplace.

HR Professionals need to respond to the social and communication changes that wide community usage of these tools bring to the workplace.

HR professionals in Australia are now embracing the trend of using Social Media and Web 2.0 to enhance people management strategies.

HR professionals in Australia are now embracing the trend of using Social Media and Web 2.0 to enhance people management strategies.

These tools can be used to drive cultural change and enhance productivity and social connectivity.

These tools can be used to drive cultural change and enhance productivity and social connectivity.

‘ becoming more relevant by giving up control’

Examples of Web 2.0 in HR using RSS feeds and social bookmarking to collect relevant information and to share with peers Wiki for policy development alumni social networks for ex-employees using social networks to establish relationships with potential employees, to advertise positions, and seek referrals external and internal Blogging You Tube channels and cool recruitment videos, job podcasts Virtual Worlds for training and career fairs, Webinars Twitter for conference questions and updates Slideshare for accessing conference presentations

using RSS feeds and social bookmarking to collect relevant information and to share with peers

Wiki for policy development

alumni social networks for ex-employees

using social networks to establish relationships with potential employees, to advertise positions, and seek referrals

external and internal Blogging

You Tube channels and cool recruitment videos, job podcasts

Virtual Worlds for training and career fairs, Webinars

Twitter for conference questions and updates

Slideshare for accessing conference presentations

More advanced companies: facilitating global teams, knowledge sharing, encouraging innovation and connecting employees and external partners the intranet is a wiki general culture all about Web 2.0 where all employees are encouraged to blog using Web 2.0 to increase informal learning upgrading policies so employees understand any limits/issues associated with social media usage

facilitating global teams, knowledge sharing, encouraging innovation and connecting employees and external partners

the intranet is a wiki

general culture all about Web 2.0 where all employees are encouraged to blog

using Web 2.0 to increase informal learning

upgrading policies so employees understand any limits/issues associated with social media usage

Web 2.0 will continue to grow and Web 3.0 (more mobile, more semantic) is here.

Web 2.0 will continue to grow and Web 3.0 (more mobile, more semantic) is here.

Why? natural progression of web technology (harnessing innovation and richer user experiences) digital generation (born to be mobile and connected) aggregate phenomenon of ‘ambient awareness’ ROI when managed as part of a broader business strategy

natural progression of web technology (harnessing innovation and richer user experiences)

digital generation (born to be mobile and connected)

aggregate phenomenon of ‘ambient awareness’

ROI when managed as part of a broader business strategy

There are concerns and challenges in embracing Web 2.0.

There are concerns and challenges in embracing Web 2.0.

Challenges: expertise network infrastructure, capacity and security company reputation and secrets employee distraction and misuse liabilities associated with on-line participation public perception digital divide manipulation accessibility (disability) issues

expertise

network infrastructure, capacity and security

company reputation and secrets

employee distraction and misuse

liabilities associated with on-line participation

public perception

digital divide

manipulation

accessibility (disability) issues

Rather than being novel, Web 2.0 will become expected - both for external clients, and internal employee use.

Rather than being novel, Web 2.0 will become expected - both for external clients, and internal employee use.

Ways for HR Practitioners to get Web 2.0 savvy: Try it out - hard to understand until you have experienced it. ‘ Dummies’ Guides and on-line help beginners workshops (camillsconsulting.com) or e-books conferences and detailed on-line training programs, webinars

Try it out - hard to understand until you have experienced it.

‘ Dummies’ Guides and on-line help

beginners workshops (camillsconsulting.com) or e-books

conferences and detailed on-line training programs, webinars

Thank you This presentation can be found on SlideShare CAMILLS 59 or www.camillsconsulting.com

Thank you

This presentation can be found on SlideShare CAMILLS 59 or www.camillsconsulting.com