This document discusses the role of social media in human resources. It begins by defining social media and its growing importance. It then outlines how social media is used in HR for networking, information sharing, recruitment, and training. Key benefits include improved employee engagement, effective recruitment, and facilitating training. Social media has also changed HR by enabling new forms of employee communication, giving employees a voice, and impacting employer branding. The future of social media in HR will include greater knowledge sharing and access to resources, reevaluating corporate values, and supporting innovation. However, legal implications around online screening of candidates must be considered.

1. SOCIAL MEDIA AND HR
BY- GROUP 3
•Pulkit Gupta
•Rohit Lamba
•Gaurav Wadhwa
•Pranav Goyal
•Geet Gupta
Human Resource
Management
BBA(Gen), Sec-B

2. Preview
• What is Social Media?
• Introduction
• Social Media in HR
• Importance of Social Media in HR
• 3 Main Changes in HR due to Social Media
• Future of Social Media in HR
• Legal Implications

3. Social media includes the various
online technology tools that enable
people to communicate easily to share
information and resources.
MARK ZUCKENBERG quoted-Social
Media has the power to “rewire the
way people spread and consume
information”

4. INTRODUCTION
• Social media is a popular communication tools
nowadays.
• Everyone who has to say–or sell today uses
social media.
• Social media provides recruiters, hiring
managers with an existing talent pool from
which to handpick potential employees.

5. This Graph
shows the
increasing
usage of Social
Media which is
being adopted
by companies

6. SOCIAL MEDIA IN HR
• Social Media allows to expand networks on
several different levels.
• Human resources is no exception to this new
reality.
• By expanding our networks, we increase our
access to the latest information and cutting edge
tools.

7. SOCIAL MEDIA IN HR
• HR professionals uses to share and disseminate
information.
• They uses this as a networking tool.
• They are using a whole new array of platforms
such as LinkedIn, Facebook, Twitter, blogs,
webinars.

8. SOCIAL MEDIA IN HR
• Companies regularly meets and communicates
through LinkedIn and webinars.
• "The growth of online forums has made this
sharing possible not just domestically, but also
on a regional and even global basis,”.
• This collaborative approach allows practitioners
to save time on basic research and keeps them
from constantly reinventing the wheel.

9. IMPORTANCE OF SOCIAL MEDIA IN HR
IMPROVES ENGAGEMENT
• Internal networking through social media can
enable faster.
• Less hierarchical information sharing .
• So act as a powerful way of building employee
engagement.
• Technologies can be used to build internal
communities.
• For example, a number of organizations uses
Yammer which allows colleagues to connect in a
secure online environment.

10. ENABLES EFFECTIVE RECRUITMENT
• Recruitment process is more open and
democratic.
• Social media is free and can produce a very rapid
and varied response.
• Example- Over half of UK job seekers uses social
media in their job search (Simply Hired).

11. RECRUITMENT THROUGH SOCIAL MEDIA
• Recruiters routinely go online to search for
new talent on sites such as Facebook and
LinkedIn.
• Social media also enables organizations to
identify, research and engage directly with
the right candidates before they have
applied for the role or have even
considered changing position.

12. FACILITATES TRAINING
• Creates a more open and less hierarchical form
of learning.
• It can react to the changing environment and
disseminate new learning quickly and effectively
at low cost.
• More motivating and interesting for employees.

13. Other Benefits.
• Stay in touch with colleagues and friends.
• Help colleagues find you.
• Find candidates for jobs.
• Find a new job.
• Establishes your online brand.

14. Social Media Changes HR in 3 Fundamental
Areas

15. 1. Employee Communication
Before Social Media After Social Media
communicated to employee
through person meetings, email,
memos, and interoffice mail.
communicate changes to their
organization making the
assumption that by telling one,
you are telling all.
Changes in policy or corporate
restructures were communicated
the same way
A single tweet or Facebook
update serves as public notice to
any type of corporate change
There was control, predictability,
and a flow to the
communications as well

16. 2. The Voice of Employee
Before Social Media After Social Media
companies could rely on break
room suggestion boxes, employee
hotlines, and closed room
meetings as a way for employees
to raise and express concerns
Through social media, blogs, and
online forums employees can
now share their experiences and
suggestions good as well as bad.
Like consumers companies have
little control except to monitor,
address the change, and
continue to communicate.

17. 3. Employer Branding
Before Social Media After Social Media
In the past, employers
communicate their job
openings using one-way
conversation tools like the
newspaper, job boards, or
career fairs
HR and Recruiting teams are
now seen as an extension of
their PR and Marketing
departments except their
target audience
HR and Recruiting teams are
forever changed as they use
social media to talk directly to
the candidate if they are
active, passive, or indifferent.

18. FUTURE OF SOCIAL MEDIA IN HR
• Resources at your Fingertips.
• Reevaluating Corporate Values.
• Supporting Innovation.

19. RESOURCES AT YOUR FINGERTIPS
• Will help in knowledge sharing with the help of
online activities.
• Will help to spread awareness in quick seconds.
• Public Relations will become more Stronger.

20. REEVALUATING COORPORATE VALUES
• Social Media will help finding business solutions
faster and from a wider variety of sources.
• It will also mean that the business will need to
be able to respond to the needs of their customer
faster.

21. SUPPORTING INNOVATION
• There is tremendous potential in social media
tools for collaboration and the sharing of real-time
ideas or solutions with team members.
• Employers will rely on blogging to collaborate
and inform leadership groups around practices
and methodologies of the business.

22. LEGAL IMPLICATIONS
• HR department needs to "check with caution".
• What are the legal implications if a candidate is
refused employment as a result of something
that is found online?
• It is very easy to make judgements based on
incomplete or misleading information.

23. LEGAL IMPLICATIONS
• HR professionals must ensure that they make
and retain good records of the selection process.
• Selecting and de-selecting candidates online is
still new territory.
• Organizations also have a lot of fear about
unsuitable information being found about them
online.