Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Saas social hr


Published on

Presentation at SiTF-SNEF talk on 20-Nov-2012, at Nanyang Poly, on behalf of Tigernix Pte Ltd.

Published in: Business
  • Be the first to comment

  • Be the first to like this

Saas social hr

  1. 1. SaaS HR Social Media toolsMaking HR more human, lessprocessBy: Ada Aye
  2. 2. Copyright NoticeAll rights reserved. Without prior written approval fromTigernix Pte. Ltd. No part of this document may bereproduced or transmitted in any form or by any means,including but not limited to electronic, mechanical,photocopying or recording or stored in any retrieval systemof whatever nature. Use of any copyright notice does notimply unrestricted public access to any part of thisdocument. Other trademarks and images in thispresentation belong to the respective organizations.Copyright 2012 © Tigernix Pte. Ltd.
  3. 3. Contents Definition of terms Statistics on social media How social media (SM) is changing HR Managing HR functions through SM tools Integrating “social” with SaaS HR softwares
  4. 4. Definition of terms SaaS: Software-as-a-service, also known as “cloud-based” solutions. Such softwares are accessed through the internet (online), and payment is done on per user per usage basis Social HR: managing HR functions through social-media platforms, be they paid or free
  5. 5. Is HR = Social? IT personnel: early adopters of new technology Marketing personnel: using social media actively now HR personnel : more cautious  HR: gatekeepers, policy-enforcers, concerned about privacy of data  Social Media may be seen as needless distraction  May be unclear about how to incorporate into HR process
  6. 6. Various forms of social media
  7. 7. What is the state of social media today?
  8. 8. Statistics: Facebook (Asia) Source: 
  9. 9. Statistics: Facebook (Sg) Source: Social
  10. 10. Statistics: LinkedIn (world) More than 175 million members worldwide (Nov 2012) 1.5 new member joins LinkedIn every second. (Nov 2012) Members of LinkedIn come from more than 200 countries from every continent. Executives from all Fortune 500 companies are on LinkedIn. Recruiters account for 1-in-20 LinkedIn profiles. Oracle’s Chief Financial Officer, Jeff Epstein, was headhunted for the position via his LinkedIn profile. (Sources:   
  11. 11. Statistics: Twitter (world) Social networking and microblogging service Allows users to send and read text messages (“tweets”) of up to 140 characters Twitter passed 500 Million users in June 2012 Singapore ranks as 11th most active Twitter city (Jakarta takes the no. 1 spot) Generates over 340 million tweets daily Handles over 1.6 billion search queries per day. Receives 6 million unique monthly visitors (Source:  
  12. 12. Statistics: You Tube (world) Over 800 million unique users visit YouTube each month Over 4 billion hours of video are watched each month on YouTube 72 hours of video are uploaded to YouTube every minute YouTube is localized in 43 countries and across 60 languages YouTube had more than 1 trillion views (around 140 views for every person on Earth) in 2011 500 years of YouTube video are watched every day on Facebook, Over 700 YouTube videos are shared on Twitter each minute 100 million people take a social action on YouTube (likes, shares, comments, etc) every week (Source:
  13. 13. Number of blogs 2011181 million blogs around the world, at end of 2011
  14. 14. Statistics: Blogging (world)Source: Technorati, Sate of the Blogosphere 2011:
  15. 15. Sentiments in Sg Results of survey in Singapore, by Kelly Services, as of May 2011:Most popular Social Networking Sites used to look for work: − Gen Y (aged 18-29): − Gen X (aged 30-47) & baby boomers (aged 48-65): Source:
  16. 16. Sentiments in Sg  46% of all respondents:  worried that their SM sites could adversely impact their careers.  36% of all respondents:  have employers who regulate SM use at work.  Most active in online conversations: − Government − Retail − Science/Pharmaceutical − Education% who think they need tobe active on social mediafor career advancement
  17. 17. Impact of SM: before hiring  Employer branding − Provide resources − Be seen as interesting, engaging, responsive − Position company as a thought leader − Showcase positive aspects of working in company − Brand company as an “employer of choice”
  18. 18. Social Brand Building: Facebook
  19. 19. Social thought leadership: Blogs
  20. 20. Impact of SM: before hiring Social Recruiting  Reduces costs and time spent on hiring  Faster response, compared to print job ads  Less reliance on job boards/ agencies  Glimpse of potential employees character  Ability to see job seekers personal interests  Get an idea of his personality
  21. 21. Social Recruiting: LinkedInView forpersonalaccount
  22. 22. Social Recruiting: LinkedIn  83% say brand impacts hiring  Connections with talents  Reach: familiar with you as employer  Engagement: sees your company profile, views your job postings,Source:
  23. 23. Benefits of Social recruiting Ease of filtering for qualified candidates Access to numerous profiles, even passive candidates Direct contact with candidates Build relationship with candidates − Positive social experience = motivated worker (or) good referrals for another qualified person
  24. 24. Social Recruiting: LinkedIn
  25. 25. Social recruiting: Twitter
  26. 26. Social recruiting: YouTubeApple Retail Store Leader Program Recruitment Video
  27. 27. Impact of SM: after hiring Enhanced communications − Foster team-work (i.e. can “comment” constantly) − Improves engagement and commitment − “Open door” every minute of the day − Less bureaucracy Adding “soul” to HR processes − Simplify processes (e.g. Task management) − Goal-setting becomes more fun (e.g. Goals made into Games) − Makes appraisals less stressful (e.g. Give badges) − Rewards can be tailored to interests
  28. 28. Impact of SM: after hiring  Training & development − Videos: Youtube clips for induction programmes − Share information fastUC Berkeley employee orientationSource:
  29. 29. Connecting with employees  “Groups” within free social networks: announcements, events, e-newsletters  Subscription to blogs/ corporate pages  Scheduling/ coordinating  Playing social games together
  30. 30. “Social” SaaS HR software Social network built just for your company Can be customised to fit your operations Confidential: information sharing among your employees only Have the ability to sync with popular social networks like LinkedIn and Twitter Good for HR functions beyond hiring (e.g. Performance appraisals, task management, training analysis & tracking, rewards, etc.)
  31. 31. Functions in SaaS Social HR software  Rich profiles of employees  Paperless records (e.g. leave requests, etc)  Goal-setting and performance management (e.g. Reviewing, peer-assessment)  Compensation (e.g. Salary, bonus, dividends)  Development (e.g. Training, upgrading records)  Reports (dashboards for analysis)  Instant retrieval of information
  32. 32. Sample “social” profile Ada Lim, Manager: Sales Executive Christopher Lim Full profile Direct reports Org chart GOALS COMPENSATION PERFORMANCE DEVELOPMENT(1) Close the deal with ABC Company Give Ada a Starby 30-Nov-2012. for job well done!(2) To generate S$500,000 worth ofsales by end of FY2012. Make a date Chat with Ada with Ada
  33. 33. Conclusion “Social” can be used for HR Become more efficient, effective and personal with “social” tools Many tools available, free or for a fee “Social” is here to stay! Keep up with it! =)  “By 2014, social networking services will replace email as the primary vehicle for interpersonal communications for 20 percent of business users,” (Gartner, 2011).