Web 2.0, Social Media and HR

5,223 views

Published on

Overview of the reasons why HR Professionals should learn about Web 2.0 and Social Media.

Published in: Career
  • thanq its really nice and useful to me in thinking about invention comes along with think of that.... really nice function.... tanq for this.....
    Sharika
    http://winkhealth.com http://financewink.com
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Great to see both the social and commercial aspects of Social Media being so professionally represented.
    SJK
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Great to see the value of Social Media as both a social and commercial tool being so professionally represented.

    SJK
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Thanks Ros.
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here

Web 2.0, Social Media and HR

  1. 1. Web 2.0, Social Media and HR Presented by [email_address] 2009
  2. 2. Do HR Professionals need to understand and use Web 2.0 and Social Media technologies?
  3. 3. Yes for HR Professionals to add value, they need to understand demographic, technological and social changes.
  4. 4. <ul><li>Web 2.0 and Social Media are now well established as major trends, which are changing the social dynamics of communities. </li></ul>
  5. 5. As well as charisma, etc.........Barack Obama used: <ul><li>a web site with voter generated content </li></ul><ul><li>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 </li></ul><ul><li>Twitter </li></ul><ul><li>customised content for each site </li></ul><ul><li>targeted 18 – 25 year olds </li></ul><ul><li>donation widgets across all of his platforms (with capacity to copy these on to personal Web sites) </li></ul><ul><li>use of audio visual media </li></ul>
  6. 6. <ul><li>HR Professionals need to respond to the social and communication changes that wide community usage of these tools bring to the workplace. </li></ul>
  7. 8. <ul><li>HR professionals in Australia are now embracing the trend of using Social Media and Web 2.0 to enhance people management strategies. </li></ul>
  8. 9. <ul><li>These tools can be used to drive cultural change and enhance productivity and social connectivity. </li></ul>
  9. 10. ‘ becoming more relevant by giving up control’
  10. 11. Examples of Web 2.0 in HR <ul><li>using RSS feeds and social bookmarking to collect relevant information and to share with peers </li></ul><ul><li>Wiki for policy development </li></ul><ul><li>alumni social networks for ex-employees </li></ul><ul><li>using social networks to establish relationships with potential employees, to advertise positions, and seek referrals </li></ul><ul><li>external and internal Blogging </li></ul><ul><li>You Tube channels and cool recruitment videos, job podcasts </li></ul><ul><li>Virtual Worlds for training and career fairs, Webinars </li></ul><ul><li>Twitter for conference questions and updates </li></ul><ul><li>Slideshare for accessing conference presentations </li></ul>
  11. 12. More advanced companies: <ul><li>facilitating global teams, knowledge sharing, encouraging innovation and connecting employees and external partners </li></ul><ul><li>the intranet is a wiki </li></ul><ul><li>general culture all about Web 2.0 where all employees are encouraged to blog </li></ul><ul><li>using Web 2.0 to increase informal learning </li></ul><ul><li>upgrading policies so employees understand any limits/issues associated with social media usage </li></ul>
  12. 13. <ul><li>Web 2.0 will continue to grow and Web 3.0 (more mobile, more semantic) is here. </li></ul>
  13. 14. Why? <ul><li>natural progression of web technology (harnessing innovation and richer user experiences) </li></ul><ul><li>digital generation (born to be mobile and connected) </li></ul><ul><li>aggregate phenomenon of ‘ambient awareness’ </li></ul><ul><li>ROI when managed as part of a broader business strategy </li></ul>
  14. 15. <ul><li>There are concerns and challenges in embracing Web 2.0. </li></ul>
  15. 16. Challenges: <ul><li>expertise </li></ul><ul><li>network infrastructure, capacity and security </li></ul><ul><li>company reputation and secrets </li></ul><ul><li>employee distraction and misuse </li></ul><ul><li>liabilities associated with on-line participation </li></ul><ul><li>public perception </li></ul><ul><li>digital divide </li></ul><ul><li>manipulation </li></ul><ul><li>accessibility (disability) issues </li></ul>
  16. 17. <ul><li>Rather than being novel, Web 2.0 will become expected - both for external clients, and internal employee use. </li></ul>
  17. 18. Ways for HR Practitioners to get Web 2.0 savvy: <ul><li>Try it out - hard to understand until you have experienced it. </li></ul><ul><li>‘ Dummies’ Guides and on-line help </li></ul><ul><li>beginners workshops (camillsconsulting.com) or e-books </li></ul><ul><li>conferences and detailed on-line training programs, webinars </li></ul>
  18. 19. <ul><li>Thank you </li></ul><ul><li>This presentation can be found on SlideShare CAMILLS 59 or www.camillsconsulting.com </li></ul>

×