Web 2.0, Social Media and HR

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8 comments

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  • + guestbb4f2 guestbb4f2 8 months ago
    Great presentation = all HR professionals need to view this.
  • + guest234d7 guest234d7 9 months ago
    I can see its use in reaching the techno-savvy.
  • + guest8fb4a guest8fb4a 9 months ago
    Dear Cheryl, Very punchy and relevant...now I just need an extra 2.0 hours a week to read up and get connected with Web 2.0!! Well, at least I’m making a start! Best wishes, Reay.
  • + guest0c954 guest0c954 9 months ago
    A very interesting take on Social Media. Well worth a look.
  • + stlimajo stlimajo 9 months ago
    Great to see both the social and commercial aspects of Social Media being so professionally represented.
    SJK
  • + stlimajo stlimajo 9 months ago
    Great to see the value of Social Media as both a social and commercial tool being so professionally represented.

    SJK
  • + CAMILLS59 Cheryl Mills 9 months ago
    Thanks Ros.
  • + guest9ebd5550 guest9ebd5550 9 months ago
    This looks really professional Cheryl...Well thought out with great imagery !
    Ros
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Web 2.0, Social Media and HR - Presentation Transcript

  1. Web 2.0, Social Media and HR Presented by [email_address] 2009
  2. Do HR Professionals need to understand and use Web 2.0 and Social Media technologies?
  3. 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.
  4. 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
    • HR Professionals need to respond to the social and communication changes that wide community usage of these tools bring to the workplace.
  5.  
    • 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.
  6. ‘ becoming more relevant by giving up control’
  7. 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
  8. 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
    • Web 2.0 will continue to grow and Web 3.0 (more mobile, more semantic) is here.
  9. 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
    • There are concerns and challenges in embracing Web 2.0.
  10. 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
    • Rather than being novel, Web 2.0 will become expected - both for external clients, and internal employee use.
  11. 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
    • Thank you
    • This presentation can be found on SlideShare CAMILLS 59 or www.camillsconsulting.com

+ Cheryl MillsCheryl Mills, 9 months ago

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