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Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
Social Media Advice for SHRM chapters
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Social Media Advice for SHRM chapters

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practical advice for SHRM chapters leaders, and HR practitioners on getting started in using social media

practical advice for SHRM chapters leaders, and HR practitioners on getting started in using social media

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  • Understand that social media is not the equivalent of rocket science.  It does involve technology, but it is only a type of tool.  Tools can be used for good or evil.Don’t make developing a policy the highest priority on your professional agenda.  You need to develop at least a general understanding of the principal tools first.  This doesn’t mean you need to develop the competency of a power user.Think about how social media tools might be useful within your organization.Think about how social media tools might be used against your organization.Think about identifying internal and external subject matter experts on social media who can offer advice and support.Think about doing this BEFORE you are called on to  give advice.  If you wait until then, you are already too late.Think of gaining social media expertise as an opportunity to develop your strategic presence at work, then think about taking advantage of this golden opportunity to enhance your career.
  • Why? It is part of the new way we communicate. Not everyone, but enough you can’t afford to ignore itThe major question that most companies must answer about this conversation is, how will you manage this dialogue, if you choose to manage it at all. Some companies choose not to. Being in social media is not the right choice for every organization.The choice your company faces is whether you want to do anything to proactively manage, direct or influence the conversation by taking part in that dialogue. My advice is that you should be, but that decision is not an appropriate one for every organization.HR professionals are also already engaged in the social media dialogue whether you know it or not., and frankly whether you like it or not. You face the same choices I just mentioned above.
  • The major question that most companies must answer about this conversation is, how will you manage this dialogue, if you choose to manage it at all. Some companies choose not to. Being in social media is not the right choice for every organization.The choice your company faces is whether you want to do anything to proactively manage, direct or influence the conversation by taking part in that dialogue. My advice is that you should be, but that decision is not an appropriate one for every organization.HR professionals are also already engaged in the social media dialogue whether you know it or not., and frankly whether you like it or not. You face the same choices I just mentioned above.
  • Transcript

    • 1. Using social media to push your brand<br />Michael VanDervort<br />HR Florida Leadership Conference<br />January 8, 2011<br />
    • 2. brand<br />
    • 3. Who are these guys?<br />
    • 4. Which one doesn’t belong?<br />
    • 5. Coffee<br />
    • 6. Social media<br />
    • 7. Agenda<br /> The case for HR understanding social media<br /> What is a brand<br /> Why worry about brand<br /> Who’s talking?<br /> What the conversation can sound like<br /> Why you should care<br /> How to get started<br /> Rock your Chapter <br />
    • 8. Social Media<br /> Not rocket science<br />Just communication, but 2-way<br /> Policy is not the priority <br /> Know the tools <br /> How social media might benefit<br /> How social media tools might harm<br /> You need an objective and a plan<br />
    • 9. Core Competency<br /><ul><li>Understanding the social web
    • 10. Becoming a critical skill
    • 11. Strategic opportunity for HR</li></li></ul><li> social dilbert<br />
    • 12. Why worry?<br />If you are in business, and especially if you are a major brand, you are already involved in the dialogue<br />
    • 13. Who’s talking?<br />Government<br />Customers<br />Competitors<br />Employees<br />Detractors<br />
    • 14. Where to find the talk<br /> Blogs<br /> Twitter<br /> LinkedIn<br />Facebook<br /> Forums / Groups<br /> Many other sites<br />
    • 15. Blogs <br />
    • 16. Twitter<br />
    • 17. Tweetdeck<br />
    • 18.
    • 19.
    • 20. Government agencies<br />
    • 21. CUstomers<br />
    • 22. Competitors<br />
    • 23. youtube<br />
    • 24. Employee Complaint sites <br /> Glassdoor.com<br /> Jobvent.com<br /> PissedConsumer.com<br /> Telonu.com<br /> Honestly.com<br /> Craigslist and a slew of others <br />
    • 25. Employees<br />
    • 26.
    • 27.
    • 28.
    • 29. No bad apples<br />
    • 30. Mott’s<br />
    • 31. No bad apples<br />
    • 32. Mott’s<br />
    • 33. Texting<br />
    • 34. Takeaways<br />Social media is not a fad<br />Your employees are using social media<br />Use of corporate campaigns is spreading<br />Legal concerns – monitoring, NLRB Facebook case & concerted, protected activity<br />Understand the platforms<br />Develop appropriate policies and processes<br />Train supervisors<br />
    • 35. Action plan<br />These steps can get you started in protecting your brand with social media:<br />Monitor your brand<br />Stake your claim<br />Adopt preemption strategies<br />Engage proactively in social media<br />Have a rapid response strategy<br />
    • 36. Advice for chapters<br /> HR Florida may be the leader in the USA<br /> Consider starting at least one platform<br /> Blogs are great for sharing information<br />Facebook is great for conversation / events<br /> LinkedIn offers a semi-private platform <br />Dialogue, Information, Events<br /> Twitter, YouTube, Flickr<br /> Policy and guidelines<br />
    • 37. Advice for chapters<br /> Social media is not just about marketing<br /> Social media MUST be about engagement<br /> You must believe, and lead by example<br /> Let your hair down a little<br /> You must view your audience as a community<br /> It requires commitment and resources<br /> Help is available<br /> All chapters in Florida should have a social media person on their leadership team<br />
    • 38. Rock your chapter<br />Advice from Ben Eubanks<br />Need a website<br />“Rock” some video<br />Offer multiple ways to connect <br />Don’t force your own preferences<br />Take advantage of subject matter experts<br />Sponsor social media events (and speakers!)<br />Co-sponsor events and webinars (Dimdim)<br />Use “free” tools to start<br />
    • 39. Michael Vandervort<br />Email: michael.vandervort@publix.com<br />Phone: 813-417-8781<br />Twitter: @MikeVanDervort<br />Blog: http://thehumanracehorses.com<br />

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