Social 101 for HR & Learning Professionals

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Social 101 for Human Resource and Learning Professionals is a quick look into the size and scope of various social channels, quick tips on getting started and how it all relates back to HR, Talent Management and Learning Environment.


For more information or training for your HR Team on Social Media, Recruitment Strategy or HR Technology contact @ImSoSarah at www.sarahwhitellc.com or sarah at Sarahwhitellc.com

This event was done in partnership with Brandon Hall Group, a research and analyst firm with a Human Resource Specialty. For more information contact www.BrandonHall.com

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  • http://blog.desktime.com/post/17673122193/our-latest-beautiful-infographic http://www.internettime.com/2012/02/wasting-time/
  • Social 101 for HR & Learning Professionals

    1. 1. Social 101 for HR and Learning Pro’s 1
    2. 2. Active Users are Educated81% of Facebook87% of Linkedin83% of Twitter...has completed at least some collegeActive Users are Growing Up46% of Facebook49% of Linkedin33% of Twitter ...are over 45 years old
    3. 3. Source: InfographicLabs.com
    4. 4. ource: InfographicLabs.com
    5. 5. Tips & Tricks for Getting StartedPersonal Use Business Use•Decide how wide a net you want to cast on •Decide how wide a net you want to cast onFacebook - will work people be allowed, what about Facebook - will this be overall brand focused, careerindustry colleagues you’ve become friends with, your & engagement focused, private, public, communitykids friends parents...etc driven or push only...This can be lengthy depending on your organizational size and strategy•Register for an account and start becoming “friends”with your friends •Set up a “Page” and invite employees, friends, etc to “Like” it•Set Privacy Settings on what is allowed to be seenby “everyone” vs. your “friends” or “friends of friends” •Add updates & photo’s and engage in conversation•Read updates, add updates & “Like” or comment justas you would in a conversation
    6. 6. Highlight the brand & Company History,organization Highlights, etc can be featured using Timeline Include updates about what is going on - whypeople want to work there(or STAY working there) People can see who of their “friends” also “like” the organization
    7. 7. Source: InfographicLabs.com
    8. 8. Source: InfographicLabs.com
    9. 9. Twitter LanguageTweet - Message you sendRT - Retweet. When you resend someone else’s message because it was interesting or you want to shareinformation@ - What you use before the username to let someone specifically know you are talking to themDM - A private message (like email) that goes to only 1 particular person vs. a groupLists - A “list” or group that you can create to help manage key people easierHashtag or # - What you use in a tweet to identify it is related to a particular event or conversation
    10. 10. Twitter ToolsUse a Twitter Tool like Hoot suite, TweetDeck, Echofon (especiallygood on IPhone), etc to manage your posting and reading oftweets. Want to search what is out on twitter? Search.Twitter.com is like google for Twitter Like reading articles late at night or on weekends? Use a tool like Timely.is to add it to a “Que.” to get sent out during normal business hours and can be added right to your bookmark bar.
    11. 11. Twitter Use at 2012 SHRM Annual Conference Conference• 700+ SHRM Attendee’s Registered for Twitter Accounts• 25.2K Tweets were sent• 3.8k Contributors Tweeted• 5.5 Million Individuals Saw Those Tweets• 103 Million Impressions (Tweets Views) Were Made
    12. 12. Source: InfographicLabs.com
    13. 13. Source: InfographicLabs.com
    14. 14. LinkedIn Tips & Tricks• Start Basic - Build your profile and add a picture• Linkedin will make suggestions on people you may know, based on where you have worked at• Join a few groups that seem to fit your area of specialty - You’ll meet other professionals and have a resource center to bounce ideas and conversation out of• The more people you are connected with, the more people you have access too (for FREE)!
    15. 15. The conversation isno longer one way.
    16. 16. http://blog.desktime.com/post/17673122193/our-latest-beautiful-infographichttp://www.internettime.com/2012/02/wasting-time/
    17. 17. Social “Truisms”• Social platforms do not = Social Talent Management• If you build it – they will neither come - nor participate… all participating parties need personal incentives• Social Talent Management is not a fad nor a cure for everything ..… It has value and a specific purpose• In social …. the sum is greater than the parts, social talent management expands the outcomes• The social network is more important than the social tools, but the social relationship tops everything. Source: Stacey Harris, Brandon Hall Group
    18. 18. Social In Business: Talent Acquisition Australian Defense Force: Mobile Medic App Interactive learning, assessments, and marketing wrapped in one
    19. 19. Social In Business: Talent ManagementPerformanceEngagementMobility
    20. 20. Social In Business: LearningOver 57% of Organizations are using some form of Social Tools for Learning BHG Relationship Centered Learning, N = 622 Source: Brandon Hall Group
    21. 21. Social Talent Management Opportunities • Manage multiple talent pools in social environments Hire • Socially recruit - through referrals and networks • Onboard in a social manner – Internal Team, External Network, Managers • Peer and Team goal setting and performance feedback Performance • Tracking social interaction as a component of performance feedback • Ratings and Rankings of social interactions • Crowd Prioritizing • Recognizing employees in social environments, work and non-work with opportunities for Reward comments • Reward the interactions and support of enabling roles and social contributors • Supporting internal and external networking efforts Career • Helping employees become known as subject matter experts • Creating opportunities for subject matter experts to share • Create learning that is focused on building relationships and building knowledge Development • Create opportunities for knowledge sharing and discussions • Ensure subject matter experts are easily identified and accessed appropriately • Provide employees with options to socially manage their own schedules, work environments, Optimize and processes Source: Brandon Hall Group
    22. 22. QuestionsStacey.Harris@Brandonhall.com Stacey Harris@StaceyHarrisHR VP Research & Advisory ServicesLinkedIn: Stacey Harris Brandon Hall Group www.brandonhall.com Sarah WhiteSarah@SarahWhiteLLC.com Principal Strategist@ImSoSarah Sarah White & Associates, LLC &Linkedin.com/in/ImSoSarah HRTechBlog.com

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