This document presents a conceptual model showing how social media can be integrated into HR functions. The model depicts a two-way flow of information between social media and organizations. Information from social media can provide feedback to organizations, while organizations can disseminate information through social media. Specifically, the model shows how social media can support recruitment/staffing, training/development, feedback collection, and announcing corporate changes. However, not all HR functions are fully adaptable to social media. The model aims to optimize HR functions and minimize costs/time through partial social media integration.
This document is a winter project report submitted for a Master's degree in Management Studies from the University of Mumbai. It studies how social media is being used as an important recruitment tool. The report acknowledges that more businesses are successfully using social media platforms like LinkedIn, Facebook, and Twitter to find and recruit qualified candidates. While social media provides opportunities to engage with a large pool of potential applicants, companies must also balance maintaining traditional successful recruiting strategies. The future of recruitment is increasingly connected as social media usage continues to grow.
How Human Resources can help craft social businessGautam Ghosh
This document discusses how social media and technology can be leveraged internally by HR departments and organizations to improve employee engagement, collaboration, learning and knowledge sharing. Some of the key points made include:
1) Social tools on their own will not increase employee engagement, which is impacted more by factors like job fit, manager relationship, and organizational culture.
2) For social tools to be adopted, organizations need executive buy-in, leaders who model sharing behaviors, rewards for participation, clear goals around how tools link to work, and addressing existing disengagement issues.
3) HR can use social approaches to co-create policies, enhance recruitment, learning, communication, recognition, and knowledge sharing across the organization.
This guide outlines the business benefits of facebook and is an elementary guide for recruitment businesses contemplating setting up a facebook business page. It can also be used as a reference guide for established pages, acting as a checklist to reaffirm best practices
Enterprise Social Pulse (ESP) is a tool introduced by IBM researchers to analyze employee social media chatter within organizations. ESP aggregates data from internal and external social media sources while respecting employee privacy. It surfaces the data through search and analytics features to help HR professionals understand employee sentiment in real-time. An evaluation of ESP found that HR professionals saw value in using it but also identified challenges around deploying a social media monitoring solution in organizations.
Provides an introduction to popular social media platforms, current social media trends in HR, uses for internal social media, and guidelines for creating a social media policy.
Best Practices in Social Media Human Resources Policy Jumpstart:HR
This document discusses social media and its applications for HR. It provides an overview of popular social media platforms, current trends in HR's use of social media, and how HR can utilize tools like Facebook, Twitter, YouTube and LinkedIn to engage and train employees, share knowledge, and build connections. It also covers the importance of social media policies for organizations, legal guidelines for policies, tips for drafting policies, and 10 essential elements that should be included in a policy.
Measuring Human Resource Effectiveness: from the Perspective of Six Organizat...Rezaul Kabir
The document provides an overview of tools that can be used to measure the effectiveness of human resources in an organization. It discusses both qualitative and quantitative tools. Some of the key tools mentioned include human resource audits, employee engagement surveys, performance evaluations, metrics like absenteeism, turnover, time to fill vacancies, revenue per employee, benefits costs, and calculating return on investment in human resources. The document aims to explain different approaches that can be taken to assess how effectively an organization's human resources are performing.
The document is a career research project memo written by Maximiliano Hernandez for his CMN211 professor. It summarizes an interview with Louis Anthony Perez, a communication specialist at Caterpillar. The memo discusses Perez's career path and responsibilities at Caterpillar. It also provides advice for students pursuing similar careers, such as developing skills now through extracurricular activities and internships. Hernandez learned communication, problem-solving, and strong work ethic are crucial for success. Perez emphasized the need to continuously improve and outwork competitors to advance professionally.
This document is a winter project report submitted for a Master's degree in Management Studies from the University of Mumbai. It studies how social media is being used as an important recruitment tool. The report acknowledges that more businesses are successfully using social media platforms like LinkedIn, Facebook, and Twitter to find and recruit qualified candidates. While social media provides opportunities to engage with a large pool of potential applicants, companies must also balance maintaining traditional successful recruiting strategies. The future of recruitment is increasingly connected as social media usage continues to grow.
How Human Resources can help craft social businessGautam Ghosh
This document discusses how social media and technology can be leveraged internally by HR departments and organizations to improve employee engagement, collaboration, learning and knowledge sharing. Some of the key points made include:
1) Social tools on their own will not increase employee engagement, which is impacted more by factors like job fit, manager relationship, and organizational culture.
2) For social tools to be adopted, organizations need executive buy-in, leaders who model sharing behaviors, rewards for participation, clear goals around how tools link to work, and addressing existing disengagement issues.
3) HR can use social approaches to co-create policies, enhance recruitment, learning, communication, recognition, and knowledge sharing across the organization.
This guide outlines the business benefits of facebook and is an elementary guide for recruitment businesses contemplating setting up a facebook business page. It can also be used as a reference guide for established pages, acting as a checklist to reaffirm best practices
Enterprise Social Pulse (ESP) is a tool introduced by IBM researchers to analyze employee social media chatter within organizations. ESP aggregates data from internal and external social media sources while respecting employee privacy. It surfaces the data through search and analytics features to help HR professionals understand employee sentiment in real-time. An evaluation of ESP found that HR professionals saw value in using it but also identified challenges around deploying a social media monitoring solution in organizations.
Provides an introduction to popular social media platforms, current social media trends in HR, uses for internal social media, and guidelines for creating a social media policy.
Best Practices in Social Media Human Resources Policy Jumpstart:HR
This document discusses social media and its applications for HR. It provides an overview of popular social media platforms, current trends in HR's use of social media, and how HR can utilize tools like Facebook, Twitter, YouTube and LinkedIn to engage and train employees, share knowledge, and build connections. It also covers the importance of social media policies for organizations, legal guidelines for policies, tips for drafting policies, and 10 essential elements that should be included in a policy.
Measuring Human Resource Effectiveness: from the Perspective of Six Organizat...Rezaul Kabir
The document provides an overview of tools that can be used to measure the effectiveness of human resources in an organization. It discusses both qualitative and quantitative tools. Some of the key tools mentioned include human resource audits, employee engagement surveys, performance evaluations, metrics like absenteeism, turnover, time to fill vacancies, revenue per employee, benefits costs, and calculating return on investment in human resources. The document aims to explain different approaches that can be taken to assess how effectively an organization's human resources are performing.
The document is a career research project memo written by Maximiliano Hernandez for his CMN211 professor. It summarizes an interview with Louis Anthony Perez, a communication specialist at Caterpillar. The memo discusses Perez's career path and responsibilities at Caterpillar. It also provides advice for students pursuing similar careers, such as developing skills now through extracurricular activities and internships. Hernandez learned communication, problem-solving, and strong work ethic are crucial for success. Perez emphasized the need to continuously improve and outwork competitors to advance professionally.
This my work regarding my Talent Acquisition at The Spark Foundation. In this Presentation, i have covered the following Topics.
1.Different & Effective ways of Recruitment.
2.How to get referrals from people on LinkedIn
3.Steps and Plans for Recruitment using Social media.
Read My articles on Medium:
Different & Effective ways of Recruitment: https://saikondasari.medium.com/diffe...
How to get referrals from people on LinkedIn & Social recruitment:
https://saikondasari.medium.com/how
Youtube : https://www.youtube.com/watch?v=6OZnetbK2iY
This document summarizes a study on employee engagement in the IT industry. It discusses definitions of employee engagement from various scholars and practitioners. It describes how the study was conducted through interviews with HR personnel and employees at an IT company to understand their employee engagement practices. Key findings include how the company divides HR activities among different teams, uses an internal web portal to facilitate employee goals and recognition, and holds regular refresh meetings to encourage employees. The relationship between employee engagement, job satisfaction, and individual/organizational performance is also discussed. In conclusion, the study provided insight into the company's emphasis on engagement from onboarding through exit interviews to increase productivity.
Using Digital Tools to Unlock HR’s True PotentialVIRGOkonsult
The document discusses how digital technologies are impacting HR functions but HR has been slow to adopt digital. Job seekers and employees are increasingly using digital channels like social media and mobile devices. However, most organizations still rely on traditional HR processes and systems. The document recommends that HR build top management support, upgrade flexible IT systems, use data to drive decisions, and implement pilot programs to drive digital transformation in HR.
Social Media in Recruitment : a Success Model, Guillaume CaramalliGuillaume Caramalli
This is the thesis I wrote between November 2011 and June 2012 in order to complete my Master degree at IESEG school of management.
This is a light version showing my results and the model I achieved to build thanks to the fifteen professionals I interviewed during my research.
I hope you enjoy the reading
The document discusses different methods for recruitment, including internal and external recruitment. Internal recruitment refers to hiring from within the existing organization, while external recruitment involves finding candidates from outside the organization, such as through newspapers, job boards, or agencies. The document also discusses using referrals on LinkedIn by identifying the right connections to message and providing context about the role. Finally, it covers using social media for recruitment by engaging candidates on platforms like LinkedIn, Facebook, Twitter, and leveraging the benefits of increased visibility, quality candidates, and reduced costs.
The Qualitative Measurement towards Organizational Behaviour by using Kano Me...Dr. Amarjeet Singh
This research aims to study the organizational
behavior of the employees by using SERVQUAL and Kano
model. The usual application of SERVQUAL and Kano model
is to find out the needs of the customer but for this research, it
is used to find out the employees needs and feelings towards
the organizational. SERVQUAL used to do a gap analysis of
an organization's service quality performance against the
service quality needs of its customers. The Kano Model
classifies product attributes based on how they are perceived
by customers and their effect on customer satisfaction. The
Kano model defines various product attributes that are
considered important to customers and as a decision maker.
As result, the attributes that has the biggest factor in the
behaviour of the employees are Managers being in the office to
guide the employees, Managers helping the employees with the
job, All employees able to finish the job on time and
Employees respond towards a strict manager. These factors
will have a big impact towards the CRM.
This report summarizes the findings of a survey about Facebook advertising conducted in 2012. The key findings include:
1) The most common goals for Facebook ads were awareness and fan growth, but the goal that received the most budget was audience growth.
2) The most used targeting criteria were age and country. However, gender targeting was only used sometimes or often by 34% of advertisers.
3) 57% of advertisers targeted their ads to 2-5 audience segments on average, but creating multiple segments manually is inefficient.
4) 66% of advertisers tested different ad creatives, but over 1/3 did not test at all. Most ads also ran for longer than the recommended 3
Networking is important for career exploration and job searching. It involves connecting with people who can offer career advice and information. These connections are as important as resumes and more effective than online searching alone. An informational interview is a way to learn about fields of interest by speaking directly with professionals. It allows you to confirm career choices, gather referrals, and practice interview skills in a low-pressure setting. Preparing for informational interviews includes researching fields and companies, having a list of tailored questions, and dressing professionally.
Career education-review-robert-starks-jr-social-media-strategies-max knowledgeMaxKnowledge
Robert Starks Jr., Vice President of Learning Initiatives for MaxKnowledge and Founder of Careertipster, discusses the opportunities to use social media strategies in the private postsecondary education sector in an interview for Career Education Magazine.
How Social Media has changed The Department of Human Resources .docxAASTHA76
Social media has significantly changed how the Department of Human Resources operates in three key ways:
1) Social media has become the primary way for HR to post job openings, finding a much larger pool of applicants more easily and cheaply.
2) HR now uses social media for training employees virtually, saving time and resources compared to traditional in-person training.
3) While some see social media as distracting, others believe HR should monitor employees' social media to understand them better in today's highly social world.
This document provides an overview of how social media is used in human resource management. It begins with definitions of key concepts like social media and social networking sites. It then discusses how social media can be used internally in HR for communication, training, employee management, and building relationships. Externally, social media is used for recruitment, compensation/benefits, building relationships, maintaining corporate brand, and promotion. Both strengths and weaknesses are identified, such as social media being cost-effective but also requiring time to learn tools. Case studies of companies' social media use in HR are also reviewed.
Analyzing The Effect Of Social Media On RecruitmentJustin Knight
1) The document analyzes the effectiveness of using social media sites for recruitment purposes. It discusses how companies are using sites like LinkedIn and Facebook to find and hire candidates.
2) The study found that social media can be effective recruitment tools to source candidates with specific skills. However, some jobs may not be suitable to recruit for via social media alone.
3) The document presents the results of a study that examined factors like popularity, reliability, and trustworthiness of social media sites from the perspective of job seekers and employees. The study found that LinkedIn was the most preferred social media site for finding employment opportunities.
Facebook Recruitment and Employer Branding: Best Practices and Ideas From the...RiseSmart
Check out this joint guide from Work4™ and CKR Interactive to learn:
- Specific tactics for optimizing your social recruiting efforts on Facebook
- Best practices for effective employer branding
- The eight building blocks of social recruitment success
Fiona Mullan is the senior HR director for Microsoft's APAC region. She discusses how social media is challenging traditional organizational structures by enabling more open information sharing. She emphasizes that companies need a clear social media strategy that leverages the technology to improve communication, engagement, and innovation while mitigating risks. She advises starting with high-value uses of social media and demonstrating success to gain support for broader implementation and change management.
Dynamic changes in how talent searches for jobs and gathers information has impacted organizations. Talent now routinely explores opportunities online ("job explorers") and extensively researches companies through search engines and social connections during the decision process ("ZMOT" and "hyper connection"). While organizations have increased their online presence, they have been slow to fully adapt strategies to attract top talent in this new environment, such as helping employees positively represent the company online. To succeed, organizations must understand these changing trends and transform acquisition approaches to engage talent throughout the research and decision journey.
This document provides an overview of social learning and how social media can be used to enhance training within an organization. It discusses social learning theory and how leaders should encourage positive behaviors through their own example. It also outlines how Facebook, YouTube, Twitter, and Google Plus can be implemented as social learning tools to help achieve organizational goals and foster collaboration. Key aspects of a successful social learning program are identified as improved efficiency, comprehension, and retention. The document emphasizes the importance of resource allocation to support an effective social network and establishing trust and accountability when using social media.
Importance Of Companies Embracing Social MediaXXXX.docxwilcockiris
Importance Of Companies Embracing Social Media
XXXXXXXX
Professional Communications
*
IntroductionSocial medial platforms have grown and developed in a very intense manner on the current era.The uses of social media are becoming diverse and the social media is being embraced form different arenas.The increased use of internet have led to increase use of social media platforms.
There is a increase use of social media around the world. almost every person has an account with at least one social media account. This shows that social media is a world trend. There have been an increased use of the internet around the world. most people are therefore able to access the internet hence they can log in to their social media accounts easily.
*
Cont.… Social media platforms which are almost used all over the world include twitter, Facebook, Instagram, LinkedIn and even Snapchat (Hajli, 2015). Most people use these platforms for fun and to interact with different people.
There are various platforms which have taken and they are widely used. Most of these platforms have lots of subscribers and they are a better place for a company to start with it embracing social media. Some of these are Facebook, twitter, Instagram and LinkedIn. The young generation and also the older generation are using the social media for new interactions and also to build relationships. This is because technology have made the world a global village.
*
Cont. ..There are various advantages which accrue to a company which embraces social media. However, there are also disadvantages related to the use of social media by corporations. The company can be able to control whether it will reap benefits from the social media or demerits. Effective control over social media is very critical.
Embracing social media as a company, there are many advantages which the company can achieve. However, there are also disadvantages of using social media depending on how it is used. The company should be able to tale control of their social media. This is because if the social media is unmonitored and uncontrolled, it can destroy the sales, image and development of the company.
*
Benefits of companies using social mediaAs it has been seen, there are many benefits which will accrue to a company which embraces social media.These benefits will be accrued to the company since social media have many uses. One of the benefits which a company is access to a wide range of customers.
The products and services which are offered by a company will determine how the organization wants to utilize the chance of social media platforms.One of the benefits is that social media provides a customer with access of a wide range of potential customers. The social media is global hence a company is able to reach to its global consumers and its able to communicate with them and also pass information.
*
Cont.…. A company will also be able to shape the image of the company to the customers.Social med.
Social media is increasingly being used as a recruitment tool by companies. It allows them to reach a large audience of potential candidates where they are already active online. Companies can use platforms like Facebook, Twitter, LinkedIn and others to advertise openings, build networks, research candidates, and engage passive job seekers. While social media brings advantages to recruitment, companies must take care to avoid potential legal issues from improperly using personal candidate information found online.
The document summarizes key findings from a study on social media use in the workplace and its impact on employee attitudes and behaviors. Some of the main findings include:
1) Employees who feel they can communicate openly, participate in decisions, and feel valued showed greater trust, satisfaction, loyalty and motivation compared to those who did not. Simply allowing social media use did not have as large an impact as these cultural factors.
2) Different corporate functions like marketing, communications, management and HR had differing views on factors like trust, satisfaction and pride in the workplace.
3) An individual's level in the company was not related to their social media use at work.
This my work regarding my Talent Acquisition at The Spark Foundation. In this Presentation, i have covered the following Topics.
1.Different & Effective ways of Recruitment.
2.How to get referrals from people on LinkedIn
3.Steps and Plans for Recruitment using Social media.
Read My articles on Medium:
Different & Effective ways of Recruitment: https://saikondasari.medium.com/diffe...
How to get referrals from people on LinkedIn & Social recruitment:
https://saikondasari.medium.com/how
Youtube : https://www.youtube.com/watch?v=6OZnetbK2iY
This document summarizes a study on employee engagement in the IT industry. It discusses definitions of employee engagement from various scholars and practitioners. It describes how the study was conducted through interviews with HR personnel and employees at an IT company to understand their employee engagement practices. Key findings include how the company divides HR activities among different teams, uses an internal web portal to facilitate employee goals and recognition, and holds regular refresh meetings to encourage employees. The relationship between employee engagement, job satisfaction, and individual/organizational performance is also discussed. In conclusion, the study provided insight into the company's emphasis on engagement from onboarding through exit interviews to increase productivity.
Using Digital Tools to Unlock HR’s True PotentialVIRGOkonsult
The document discusses how digital technologies are impacting HR functions but HR has been slow to adopt digital. Job seekers and employees are increasingly using digital channels like social media and mobile devices. However, most organizations still rely on traditional HR processes and systems. The document recommends that HR build top management support, upgrade flexible IT systems, use data to drive decisions, and implement pilot programs to drive digital transformation in HR.
Social Media in Recruitment : a Success Model, Guillaume CaramalliGuillaume Caramalli
This is the thesis I wrote between November 2011 and June 2012 in order to complete my Master degree at IESEG school of management.
This is a light version showing my results and the model I achieved to build thanks to the fifteen professionals I interviewed during my research.
I hope you enjoy the reading
The document discusses different methods for recruitment, including internal and external recruitment. Internal recruitment refers to hiring from within the existing organization, while external recruitment involves finding candidates from outside the organization, such as through newspapers, job boards, or agencies. The document also discusses using referrals on LinkedIn by identifying the right connections to message and providing context about the role. Finally, it covers using social media for recruitment by engaging candidates on platforms like LinkedIn, Facebook, Twitter, and leveraging the benefits of increased visibility, quality candidates, and reduced costs.
The Qualitative Measurement towards Organizational Behaviour by using Kano Me...Dr. Amarjeet Singh
This research aims to study the organizational
behavior of the employees by using SERVQUAL and Kano
model. The usual application of SERVQUAL and Kano model
is to find out the needs of the customer but for this research, it
is used to find out the employees needs and feelings towards
the organizational. SERVQUAL used to do a gap analysis of
an organization's service quality performance against the
service quality needs of its customers. The Kano Model
classifies product attributes based on how they are perceived
by customers and their effect on customer satisfaction. The
Kano model defines various product attributes that are
considered important to customers and as a decision maker.
As result, the attributes that has the biggest factor in the
behaviour of the employees are Managers being in the office to
guide the employees, Managers helping the employees with the
job, All employees able to finish the job on time and
Employees respond towards a strict manager. These factors
will have a big impact towards the CRM.
This report summarizes the findings of a survey about Facebook advertising conducted in 2012. The key findings include:
1) The most common goals for Facebook ads were awareness and fan growth, but the goal that received the most budget was audience growth.
2) The most used targeting criteria were age and country. However, gender targeting was only used sometimes or often by 34% of advertisers.
3) 57% of advertisers targeted their ads to 2-5 audience segments on average, but creating multiple segments manually is inefficient.
4) 66% of advertisers tested different ad creatives, but over 1/3 did not test at all. Most ads also ran for longer than the recommended 3
Networking is important for career exploration and job searching. It involves connecting with people who can offer career advice and information. These connections are as important as resumes and more effective than online searching alone. An informational interview is a way to learn about fields of interest by speaking directly with professionals. It allows you to confirm career choices, gather referrals, and practice interview skills in a low-pressure setting. Preparing for informational interviews includes researching fields and companies, having a list of tailored questions, and dressing professionally.
Career education-review-robert-starks-jr-social-media-strategies-max knowledgeMaxKnowledge
Robert Starks Jr., Vice President of Learning Initiatives for MaxKnowledge and Founder of Careertipster, discusses the opportunities to use social media strategies in the private postsecondary education sector in an interview for Career Education Magazine.
How Social Media has changed The Department of Human Resources .docxAASTHA76
Social media has significantly changed how the Department of Human Resources operates in three key ways:
1) Social media has become the primary way for HR to post job openings, finding a much larger pool of applicants more easily and cheaply.
2) HR now uses social media for training employees virtually, saving time and resources compared to traditional in-person training.
3) While some see social media as distracting, others believe HR should monitor employees' social media to understand them better in today's highly social world.
This document provides an overview of how social media is used in human resource management. It begins with definitions of key concepts like social media and social networking sites. It then discusses how social media can be used internally in HR for communication, training, employee management, and building relationships. Externally, social media is used for recruitment, compensation/benefits, building relationships, maintaining corporate brand, and promotion. Both strengths and weaknesses are identified, such as social media being cost-effective but also requiring time to learn tools. Case studies of companies' social media use in HR are also reviewed.
Analyzing The Effect Of Social Media On RecruitmentJustin Knight
1) The document analyzes the effectiveness of using social media sites for recruitment purposes. It discusses how companies are using sites like LinkedIn and Facebook to find and hire candidates.
2) The study found that social media can be effective recruitment tools to source candidates with specific skills. However, some jobs may not be suitable to recruit for via social media alone.
3) The document presents the results of a study that examined factors like popularity, reliability, and trustworthiness of social media sites from the perspective of job seekers and employees. The study found that LinkedIn was the most preferred social media site for finding employment opportunities.
Facebook Recruitment and Employer Branding: Best Practices and Ideas From the...RiseSmart
Check out this joint guide from Work4™ and CKR Interactive to learn:
- Specific tactics for optimizing your social recruiting efforts on Facebook
- Best practices for effective employer branding
- The eight building blocks of social recruitment success
Fiona Mullan is the senior HR director for Microsoft's APAC region. She discusses how social media is challenging traditional organizational structures by enabling more open information sharing. She emphasizes that companies need a clear social media strategy that leverages the technology to improve communication, engagement, and innovation while mitigating risks. She advises starting with high-value uses of social media and demonstrating success to gain support for broader implementation and change management.
Dynamic changes in how talent searches for jobs and gathers information has impacted organizations. Talent now routinely explores opportunities online ("job explorers") and extensively researches companies through search engines and social connections during the decision process ("ZMOT" and "hyper connection"). While organizations have increased their online presence, they have been slow to fully adapt strategies to attract top talent in this new environment, such as helping employees positively represent the company online. To succeed, organizations must understand these changing trends and transform acquisition approaches to engage talent throughout the research and decision journey.
This document provides an overview of social learning and how social media can be used to enhance training within an organization. It discusses social learning theory and how leaders should encourage positive behaviors through their own example. It also outlines how Facebook, YouTube, Twitter, and Google Plus can be implemented as social learning tools to help achieve organizational goals and foster collaboration. Key aspects of a successful social learning program are identified as improved efficiency, comprehension, and retention. The document emphasizes the importance of resource allocation to support an effective social network and establishing trust and accountability when using social media.
Importance Of Companies Embracing Social MediaXXXX.docxwilcockiris
Importance Of Companies Embracing Social Media
XXXXXXXX
Professional Communications
*
IntroductionSocial medial platforms have grown and developed in a very intense manner on the current era.The uses of social media are becoming diverse and the social media is being embraced form different arenas.The increased use of internet have led to increase use of social media platforms.
There is a increase use of social media around the world. almost every person has an account with at least one social media account. This shows that social media is a world trend. There have been an increased use of the internet around the world. most people are therefore able to access the internet hence they can log in to their social media accounts easily.
*
Cont.… Social media platforms which are almost used all over the world include twitter, Facebook, Instagram, LinkedIn and even Snapchat (Hajli, 2015). Most people use these platforms for fun and to interact with different people.
There are various platforms which have taken and they are widely used. Most of these platforms have lots of subscribers and they are a better place for a company to start with it embracing social media. Some of these are Facebook, twitter, Instagram and LinkedIn. The young generation and also the older generation are using the social media for new interactions and also to build relationships. This is because technology have made the world a global village.
*
Cont. ..There are various advantages which accrue to a company which embraces social media. However, there are also disadvantages related to the use of social media by corporations. The company can be able to control whether it will reap benefits from the social media or demerits. Effective control over social media is very critical.
Embracing social media as a company, there are many advantages which the company can achieve. However, there are also disadvantages of using social media depending on how it is used. The company should be able to tale control of their social media. This is because if the social media is unmonitored and uncontrolled, it can destroy the sales, image and development of the company.
*
Benefits of companies using social mediaAs it has been seen, there are many benefits which will accrue to a company which embraces social media.These benefits will be accrued to the company since social media have many uses. One of the benefits which a company is access to a wide range of customers.
The products and services which are offered by a company will determine how the organization wants to utilize the chance of social media platforms.One of the benefits is that social media provides a customer with access of a wide range of potential customers. The social media is global hence a company is able to reach to its global consumers and its able to communicate with them and also pass information.
*
Cont.…. A company will also be able to shape the image of the company to the customers.Social med.
Social media is increasingly being used as a recruitment tool by companies. It allows them to reach a large audience of potential candidates where they are already active online. Companies can use platforms like Facebook, Twitter, LinkedIn and others to advertise openings, build networks, research candidates, and engage passive job seekers. While social media brings advantages to recruitment, companies must take care to avoid potential legal issues from improperly using personal candidate information found online.
The document summarizes key findings from a study on social media use in the workplace and its impact on employee attitudes and behaviors. Some of the main findings include:
1) Employees who feel they can communicate openly, participate in decisions, and feel valued showed greater trust, satisfaction, loyalty and motivation compared to those who did not. Simply allowing social media use did not have as large an impact as these cultural factors.
2) Different corporate functions like marketing, communications, management and HR had differing views on factors like trust, satisfaction and pride in the workplace.
3) An individual's level in the company was not related to their social media use at work.
This document is a project report submitted by Vibha Kattige to the University of Mumbai exploring the role of social media in the recruitment process. It includes an introduction outlining the objectives and scope of the study. The methodology section describes how secondary data was collected from research papers, articles, and surveys. Several figures are presented showing trends in social media use for recruitment by industry, job role, and geography. The background section provides definitions of social media and social networking sites, and discusses how e-recruitment and the use of social networks for recruitment has grown significantly. The report will continue to analyze the use of social media in the recruitment process and discuss benefits, risks, and the future of this approach.
SOCIAL MEDIA7I got C in this Use of Social media b.docxjensgosney
SOCIAL MEDIA 7
I got C in this
Use of Social media by modern generation
Name
Institution
Date
Running head: SOCIAL MEDIA 1
Social Media
Social media has had a huge impact in the modern generation. The lives of most people in the modern world revolve around social networking sites such as Facebook and Twitter. This aspect has led to some firms employing it as a marketing tool. However, some firms still believe that social media does not have any advantages in the corporate world, thus only suitable for social interactions. However, this is not the case as some firms have ended up benefiting a lot as a result of employing social media as a marketing tool (Girard & Girard, 2011). According to a report from the Hubspot, over 92% of marketers claimed that social media was a very important tool for businesses in 2014. These marketers went to say that this tool increases traffic in their websites. Despite many marketers' positive attitude towards this tool, some of them still do not know how to effectively employ this tool. This aspect has led to some firms taking a pragmatic approach in integrating this tool in their operations. However, the positive attitude is a demonstration that this tool has a potential of increasing sales if well employed.
Facebook, Twitter, and YouTube have significantly contributed in the processes of bring about democracy in non-democratic cultures. Specifically, the young people depend on these sites to organize and communicate matters they want to express. These sites provide social structures where people with different background, cultures, and similar interest join forces over shared set of demands. They use social media to set agenda or come up with hierarchy leading to attempts to bring about changes (Tufekci & Wilson, 2012). People now use Facebook, Twitter, and YouTube to fuel spontaneous protests that are difficult to predict and control.Social media sites are the best places to effectively stir pleasure for changes because the youth are the majority of the people who use the sites. The youth are the main power who can make all changes, for example, they will want to stop any violence against human rights (Tufekci & Wilson, 2012). When doing this I would resort to use Facebook since it has more members in comparison to the other two; this would be much easier to mobilize more individuals. As the person behind the movement for changes, I will not choose to remain anonymous.
I believe that the social media can serve as both gateway and catalyst for social and cultural changes since the minority also participate in global media that has a homogenizing impact on the culture in the world. The use of media fosters changes in culture perspectives and the minority uses the same to extend the reach of their culture (Tufekci & Wilson, 2012). The social media attains this through changes in the way culture has been traditionally conceptualized. As such, it can be used to extend and catalyze the changes a.
Human Services JournalThe definition of a human services agency NarcisaBrandenburg70
Human Services Journal
The definition of a human services agency is so broad that you likely visit one frequently. Go sit in the waiting room of a human services agency in your community. If you are not able to visit an agency in person, refer to one of the agencies featured in one of the optional resources for the module (Bringing Storytime to the Long Wait for Social Services or What if Our Healthcare System Kept Us Healthy?).
Bringing Storytime to the Long Wait for Social Services:https://www.kalw.org/show/crosscurrents/2013-08-14/bringing-storytime-to-the-long-wait-for-social-services
Or What if Our Healthcare System Kept Us Healthy?https://www.ted.com/talks/rebecca_onie_what_if_our_health_care_system_kept_us_healthy
Consider the following questions from the point of view of a worker at the agency and that of a client, it is important to understand the human services waiting room from the perspective of both an employee and a client in need of services. Submit your answers as a journal assignment.
1) What do you think it is like to work at the agency? What might the agency look like through the clients' eyes?
2) If you worked at the agency, what do you think your day-to-day challenges would be and why?
3) How could you suggest an improved experience or environment to support the agency's clients?
Human Resource ManagementHuman Resource Management
Human Resource ManagementHuman Resource Management
[AUTHOR REMOVED AT REQUEST OF ORIGINAL PUBLISHER]
U N I V E R S I T Y O F M I N N E S O T A L I B R A R I E S P U B L I S H I N G E D I T I O N , 2 0 1 6 . T H I S E D I T I O N A D A P T E D F R O M A
W O R K O R I G I N A L L Y P R O D U C E D I N 2 0 1 1 B Y A P U B L I S H E R W H O H A S R E Q U E S T E D T H A T I T N O T R E C E I V E
A T T R I B U T I O N .
M I N N E A P O L I S , M N
Human Resource Management by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike
4.0 International License, except where otherwise noted.
http://creativecommons.org/licenses/by-nc-sa/4.0/
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http://open.lib.umn.edu/humanresourcemanagement
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http://creativecommons.org/licenses/by-nc-sa/4.0/
Contents
Publisher Information viii
Chapter 1: The Role of Human Resources
1.1 What Is Human Resources? 2
1.2 Skills Needed for HRM 11
1.3 Today’s HRM Challenges 16
1.4 Cases and Problems 27
Chapter 2: Developing and Implementing Strategic HRM Plans
2.1 Strategic Planning 31
2.2 Writing the HRM Plan 41
2.3 Tips in HRM Planning 49
2.4 Cases and Problems 53
Chapter 3: Diversity and Multiculturalism
3.1 Diversity and Multiculturalism 56
3.2 Diversity Plans 62
3.3 Multiculturalism and the Law 70
3.4 Cases and Problems 79
Chapter 4: Recruitment
4.1 The Recruitment Process 82
4.2 The Law and Recruitment 91
4.3 Recruitment Strategies 97
4.4 Cases and Problems 109
Chapter 5: Selection
5.1 The Selection Process 11 ...
This document summarizes a research study on the impact of social media on future employment. The study surveyed 200 employees and student athletes about their social media use and privacy settings. It analyzed how discretion on social media platforms like Twitter, Instagram, and Facebook could affect employment and eligibility to play sports. The research found that social media posts can invade privacy and restrict self-expression, and that many users are unaware of how their online actions could impact their careers or status as athletes. The document reviews several other studies that similarly examine how employers use social media for hiring decisions and how content online can negatively influence jobs and evaluations.
Introduction to Working Smarter Through Social MediaBrent MacKinnon
This document discusses how Brent's company helps organizations implement social media and social learning practices to improve performance. Brent provides seminars to teach employees how to use social media strategically for benefits like improved collaboration, innovation, and relationships. The seminars aim to increase awareness of how social media can support an organization's mission and client work. Brent can also help organizations develop a social media integration plan. The document argues that social media and social learning are important today because work has transformed with trends like the rise of informal learning and network/social learning. Examples are given of how social media supports collaboration, communities of practice, and knowledge sharing.
The document discusses how human capital metrics need to evolve to reflect changes in the modern workforce. It provides examples of how two existing metrics - quality of hire and ready now candidates - could incorporate collaboration skills. It also examines how employee engagement index and employee net promoter score could evolve to include social engagement and employees' ongoing digital dialogue. Taking these new skills into account may impact how organizations view and manage their talent pools.
SOCIAL MEDIA USAGE IN WORKPLACENameInstitutionDate.docxsamuel699872
SOCIAL MEDIA USAGE IN WORKPLACE
Name
Institution
Date
Introduction
Growth of social media use cannot be understated
It has “changed the way we communicate
Organizations can leverage opportunities arising from use of social media in workplace”
The exploding growth of social media has significantly changed the way people communicate at home and at work. Social media applications include sites such as LinkedIn, Facebook, Google+, Pinterest, Tumblr, Wikipedia, YouTube, Twitter, Yelp, Flickr, Snapchat, Instagram, Second Life, WordPress and ZoomInfo. Not only has social media changed the way we communicate, but these applications present great opportunities for businesses in the areas of public relations, internal and external communications, recruiting, organizational learning and collaboration, and more
2
Recruitment
“Social media” acts as a networking tool
Useful in mining talent
Organizations can post job openings on their social media pages
Active job seekers following the social media pages immediately notified (Holland, Cooper, & Hecker, 2016)
Recruiters and staffing managers can make use of social media sites in mining of talent. They can also post for job openings available in the organization where by active job seekers can apply.
3
Recruitment issues
Accessing protected information regarding applicants
Possibility in violating fair credit reporting law
Negligent hiring claims (Collins, Shiffman, & Rock, 2016)
During screening and background checks staffing managers could learn information about a candidate in social media that may be used against the candidate. A candidate could claim that a potential employer did not offer a job because of information found on a social networking site, which discusses legally protected categories such as the candidate's race, ethnicity, age, associations, family relationships or political views. In avoiding such employers should avoid use of social media when screening.
4
Employee engagement
Social media can be channeled to engage employees and connect them.
Companies can communicate through their official pages
Employees can react on the same in the comment section
Any clarifications or enquiries can be addressed immediately
Social media can be used as a tool for engaging employees in workplace. Employees tend to feel more engaged in the workplace if they feel informed and if they believe their opinions are heard. Social media can give employers a way to spread the word as well as a way to channel employee comments.
5
Learning applications
Social media can be used to incorporate learning into the organization
It can be used to change the learning process
Foster interactions during training sessions
Its tools can be used for learning rather than turning for consultants outside the organization.
Video instructions (van Zoonen, Verhoeven, & Vliegenthart, 2017)
Social media is changing the way of learning in organizations. Social media is transforming the workplace into an environment.
This document discusses how social media can be leveraged by HR departments. It notes that social media allows for constant collaboration, talent management through training and support, employee-centric HR operations, and increased employee engagement. The document also discusses trends in recruiting through social media data analysis, the importance of mobile optimization, using gamification for development, moving beyond annual performance reviews, integrating social learning, and the impact of MOOCs and Klout on corporate training. HR professionals are increasingly using social media to stay updated on trends and learn about vendors from peer perspectives.
This document summarizes a research study analyzing the impact of social media on employment. The study surveyed 200 employees and student athletes about their social media use, privacy settings, and views on employers monitoring accounts. The introduction discusses how employers are increasingly viewing social media to make hiring decisions. The literature review summarizes several sources discussing both positive and negative consequences of social media use in the workplace. The justification section argues that as social media becomes more integrated into personal and professional life, users must be aware that online content can affect future employment opportunities.
Similar to Social media and hr 1723013 27-42-72 (20)
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The document draws parallels between concepts from the ancient Indian text Arthashastra and modern business administration. It compares the state to a corporation, with the king as CEO and subjects as shareholders. It also links concepts like Raksha, Vriddhi and Palana from Arthashastra to risk management, growth and development, and rules and regulation in corporations, and links Yogakshema to corporate social responsibility.
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One Plus is a smartphone company founded by Pete Lau that produces several phone models including the OnePlus 3T, 5, 5T, 6, and 6T. It also offers accessory products like cases, cables, audio equipment, and protection plans. The company's marketing involves packaging, labeling, and the 4 P's of marketing - product, price, place, and promotion.
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The company increased revenue by 6% in 2018 but other income decreased, so total income grew only 5.65%. Interest expenses increased substantially but profits grew moderately. Non-current assets increased 21.12% due to investments in capital works and non-current investments. Current assets decreased 9.73% as investments, inventories, and other assets fell while receivables and cash increased slightly. Overall the company is expanding through investments but needs to control financial costs to maintain profit growth.
This document discusses the impact of social media on human resource management functions. It conducted a literature review of research from the past 10 years on how social media has influenced recruitment and staffing, training and development, obtaining employee feedback, and announcing corporate changes. The conceptual framework shows how social media can be used as a hiring and psychometric tool for recruitment, and a platform to connect employees for training. It concludes that while social media is currently limited to a few HRM functions, it has the potential to play a wider and more cost-efficient role globally within HR departments in the future.
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Udaan is an Indian B2B e-commerce platform that connects manufacturers and retailers. In just over 2 years of operations, it has onboarded over 180,000 sellers and buyers. The majority (80%) are buyers comprising small retailers, while 20% are manufacturers selling inventory. Manufacturers are located in 130 cities and deliver products to buyers across 1,000 cities. Udaan funds working capital for buyers and charges 15-18% interest on loans. It has built a loan book of Rs. 170-200 crore and aims to increase this to Rs. 750 crore by the end of the fiscal year. HR at Udaan focuses on talent acquisition, people operations, HR analytics, business growth
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
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3. 1
Abstract
In the recent times, the emergence of social media has been very prominent and it has also been
used for many purposes. The content on social media has a huge potential to bring about a change
and hence can be regarded as a useful tool to get the required information. With respect to the
information provided, various companies can obtain feedback to see how they're perceived and
how they impact the world. This conceptual model tries to connect the aspects of social media to
the steps of recruitment, staffing, training, development, feedback collection and announcing
corporate changes. The conceptual model shows the two way information flow, first one being the
inflow of information from social media to the organizations and the second being the outflow of
information from the organization to the social media. The model ultimately explains how social
media is adopted into HR department, and to show how important it is becoming in HR, making
the department efficient and updated in the work they do and produce better results. Generating
information and taking it from the two sources will help in the better development of the
connection between the two.
4. 2
Introduction
The way a business works has come a long way from what it was traditionally. It has gone
through a lot of changes and developed over a period of time to become what it is today. The
organizations has also changed along with it and tried to better themselves in every possible
way. The most significant change that organizations have gone through are, firstly the industrial
revolution where the rich people were the king and the survival of people to thrive in the
situation was the main goal. The second change was in the technological change that brought
out the importance of knowledge and made people aware about their rights and this empowered
them to challenge the already existing system. Higher standards of living was one of the most
important driving force that encouraged people to realize the need for better working conditions
with maximum monetary benefits. The third and the most recent change is known as the social
change. Here the most important aspect is quality of life that a person has and networking. This
is where social media comes into picture. The organizations are trying to incorporate social
media in their working environment to make the most use out of it and also to keep their
employees happy.
HR department is one of the most versatile departments that can take maximum use from social
media to make its working more effective and efficient. The four functions of HR that can adapt
social media as a tool for its working are: recruitment and staffing, training and development,
bringing about a corporate change and feedback. Social media will only be able to provide
limited tools to help but that will be enough to be cost beneficial and time saving in the long run.
In Recruitment and staffing function social media can help to scan the potential employees by
analyzing their thinking patterns, their beliefs from the content that they post on facebook,
twitter, etc. and drawing a conclusion whether the applicant is suitable for the organizations
working culture or not. Training and development function is made easy with the help of social
media as it providing material to the trainees whenever they want to take it and from where ever
they are. The emergence of social media in the training and development field also help the
organization to keep a check on the employees’ development in the areas of attitude
management, behavioral attributes, sensitize them to the public issues and their take on them.
Bringing a change in the organization is a tedious task but with the help of technology it can be
made easier. The people nowadays are very easily influenced by social media and try to copy
trend that are prevalent. This gives the
5. 3
Companies an advantage to use various social media platforms to spread the change and help
implementing it to a certain extent. Feedback is a crucial function of the HR department and
must be taken very seriously. The popularity of social media is a very useful tool to get feedback.
People take to social media to share their views on various topics through platforms such as
linkedin, twitter, glassdoor, facebook, etc. and create a space where people can gain the required
information along with adding on with their experiences. The feedback that is available is not
always true but it gives the organizations an insight as to where must they change and wherethey
are better than most of their competition.
Social media can be used as an important element of HR and with the help of it a lot of work can
be made easier and faster. The inflow and outflow of information is essential not only for the
company but the various stakeholders as well. The connect between the two will give the
organizations an edge over the others if done in the right manner.
6. 4
Research methodology
This study is designed to understand how function of HRM use social media and based on which
a conceptual model has been developed to find out a systematic relationship between flows of
information from human resource management to social media in a cyclic way. The development
of model is purely based on literature review which is taken from the past 10 years research
journals.
7. 5
Literature review
(Levine, Marci and Kothuri, 2017) With the advent of social media, it can be seen that a lot of
companies have taken to it by providing information on such platforms in the form of audio,
visuals and audio-visual presentations. These stimulate our by creating sensory experiences
which result in responses which can be measured. Using this, the companies are able to collect
data and analyze it to get some sort of feedback about their working, the products and services
that they offer and the overall impact that they have. The use of the ‘like’ button on facebook and
instagram and pining things on the cellular devices give the company an insight on how and what
does a social media user look forward to in the future of the company. With emergence of sites
like linkedin, twitter, facebook it has become easier to track what the users want and how do they
want it. Using the feedback that the company receives, it works on bettering themselves and
creating a better image for themselves.
(Ghosh, 2013) In his article, the author talks about how social media has been able to form a
network where people share information and create content, while others comment. Comments,
likes, retweets and share all help the company see how the audience perceives them. How the
companies are able to portray themselves on the social media platform is a direct result of the
constant feedback that they are getting. Sites such as Google plus, quora and slideshare are also
useful sources to gather feedback. People ask questions, give ratings and leave comments that the
company can use for their advantage and create a database for the feedback. The HR department
here can see how the feedback through social media affects the image of the company. The HR
department needs to keep a vigilant eye on the conversations that take place regarding the
leadership of the company, the working and the brand and employee image that is being
portrayed on social media platforms.
(Oh, Agrawal and Rao, 2013) In the article, the authors talk about the authenticity of the
information that is available on the social media platform. In their findings, they saw that there
was on reliability of the content that one can gather from such media. The information that a HR
manager gather from social media about the portrayal of the company might not be true. The
manipulation of facts and image is a major issue that the companies face while they see whether
or not the image that the larger audience perceives is right or not. Most often than not it is seen
that the image that the audience has is based on the rumors and the manipulated facts that have
8. 6
been circulated, giving a very negative feedback to the company. The company cannot go on
every social media site and correct the facts that are being posted about the various aspects, so
they need to be vigilant and very particular while they analyze the different forms of feedback
that they receive from various sources.
(Sampson, 2013) The article talks about how the companies have recently started using internet,
social media mainly as a source to gather feedback. The company faces a lot of challenges while
doing so as differentiating content from the accurate information can be quite tricky. He
compares the new way of collecting feedback to that of the older times when the companies used
card and directly approached some selected customers and how they got more accurate feedback.
With the emergence of social media, the effect that can be seen on the companies and their
branding has changed drastically. The concept of social media has also brought about the change
in the feedback of the people. With the promise of anonymity and mass support gives the user a
platform to stand against the wrong doings of a company and also a space to turn small problems
into big scams. This does not help the companies as they are not able to get the right idea of what
the public see them as and what should be done to ensure that they are able to right their wrongs.
The concept of feedback through social media has helped them by making gathering content
easier but made it analyzing hard by ten folds.
(Siddiqi, 2016) In the world of corporate, organizations understand the need of finding best of
the best for the organization to face the global competitions and come with a new way of hiring
people or making the process more comprehensive. This will help then to invite the best of the
best in the organizations. Social media is becoming a pool of masses to attract in the recruitment
process. It is becoming as a link between the job seeker and employer which make the process
transparent and accurate. The point to be noted is that the credibility of the data which may be
provided by the social media would not there and the actual performance in the work place may
different from the perception formed by the profile of the candidate. A moderate relationship was
found between the social media and recruitment which is the result of a revolution in the
organization functioning strategies. Organizations have understand the importance of social
media and want to use it in an optimum level to find talented and effective individuals from a
diversified pool of potential candidates.
9. 7
(Stoughton, March 2015) When companies started using the social networking website as a
multi-study investigation to examine correct job seeker. But when the investigation was followed
it was found out that people feel their privacy has been invaded and side by side applicants show
a lower agreeableness and increased intention to litigate. When cost and benefit of networking
website screening is consider it is very helpful for the organization but it reduces the
attractiveness of the organization, it may also result in change in the conceptualization of the
social networking website. The technical innovation in the workplace have provided
organizations to better understand the response of the applicants.
Sometime it may also act as problem when the social networking website forms the perception in
the mind if the interviewer mind and he may generalize the applicant, this is how it an also
become a problem from the side if organization
(Walters, 2016)When it was looked at the number of active jobseeker profile linkin is in first
place with 85%. Facebook and twitter following them with 73.5% and 38.6 % respectively. This
how that the number of people using all kind of social media network are majority in the pool so
I can be taken as standard for measurement, but the point of notice was that 86.4% of job seeker
think that facebook and twitter should be regarded as personal and not professional but the same
question was asked to the asked to a employee the no of yes reduced to 69.6% which says that
job seeker and employees both have a same logic up to one level.
When a new set of numbers were looked that it slow that 67% of the total job seeker use social
media to gain the insight about the companies culture so why not a company have a look at the
profile of the candidate to gain some insight about their cultural background and can company
wants this type of people in organization because in past many big people in the top companies
had been asked for resignation for their ill comment on a public domain which may be a bad
representation of the company on the public .
Stage at which social media profile is to be taken into consideration is also a important point to
be notice when a survey was done most of the employees said that application stage and the
interview stage will be better for this as because in interview stage the professional HR mangers
can easily connect with the candidate and point out different loop in the profile and able to bring
10. 8
out the real picture of the candidate and could say that this kind of personality will match the
cultural environment of the organization
(Bicky & Kwok, 2001)Sector in which social media is used for recruitment of the employees is
also a significant use because some industries like hospitality where the soft skills of the
individual is a key role in the job he holds. A research conducted by the an organization stated
that professionals who use social media have a better communication skills toward the customers
which make them a perfect person for the industry which need a extensive use of soft skills in
their job profile. Social media is becoming a tool to measure, a tool to link and contact.
(McClay, 2016)Last 10 years have seen a boom in the social media sector and almost 80% of
employees in the organization are regularly using social media like LinkedIn, facebook,
instagram and twitter and along with that the training process has also evolved and tried to
capture the essence of social media in its process as an element of HR department. Some of the
common ways in which social media is used for learning and development process are virtual
onboarding, team building and camaraderie
In training function there are majorly two components one is the trainee and other is the trainer
and before learning, there has to be a link between the trainer and trainee which has to be
created. Youtube and other social media platform helped the trainee to know about the trainer
and why he trains and it can also provide a small glimpse what and how is the training section is
going to be and what all necessary preparation they need to do for the process of training and
what they can expect as the outcome of the training.
Connect SMEs (subject matter experts) directly with learning came in existence when social
media gave a equal opportunities to the trainee to approach the experts and have a common
platform like chat groups and forums where they can discuss and put their point forward and also
ask and clarity of doubts.
(Leonard, 2015)Social media is the need of the hour and it should be used by the hr professionals
because it makes the starting and the ending process of training and development easy as it
11. 9
simplifies the feedback system at the end and help to analysis the learners with their profiles in
sites like LinkedIn and twitter.
(Eren & Vardarher, 2013)Presence of social media in organization has a direct impact on the
sense of belonging which can be seen as a positive effect on the motivation of the employee. One
of the effects which can be seen is especially on the acceptance of the increasing level of
interaction between employees, but the varying number and dominance of factors involving the
sense of belonging to an organization through social media do not have a direct influence in the
overall sense of belonging.
12. 10
Conceptual model
Figure 1
Organizations are working towards making social media a part of human resource management.
They utility of social media is to gain knowledge and impart it through a digital platform. To
create a strong connection, a two way information flow is a must. Social media is a very
powerful platform that can be used by organizations to create a cost effective system for
recruitment, selection, training, learning and development, feedback and announcing corporate
changes. The independent variables are social media platform and HR department. The
dependent variables in this model are functions, carried out by HR by utilizing the benefits of
social media, specifically the inflow and outflow of information being given and taken by HR
department. Not all the functions of HR can be adapted through social media but a few can be
13. 11
partly adapted, which would help in optimizing the functions of HR and also minimize the cost
incurred and the time taken to carry out such functions.
When we talk about recruitment and staffing, it helps in attracting active mass of youth which is
spending most of their time in social media because of the revolutionary change in the telecom
and technological industry which made the individual more receptive to the information as well
as making it cheaper disperse and gain information. Limitations for recruitment through social
media is only a few job profiles can be posted, because of KMR posts (key managerial roles) has
a different approach and specifications which cannot be considered as a formal way of reaching
out to professionals. People who are going to be the potential employees of the organization also
feels that social media websites like LinkedIn and Twitter gives them an ease over the lengthy
process of inviting and verifying applicants and allows a free flow of information directly from
the organization to applicants.
Staffing, specifically has made social media a tool or a parameter to be used in the process and
figuring out the psychometric patterns that can be analyzed through the reactions, likes and
comments or the stands taken against issues that show the thinking pattern of potential job
holders and also helps in forecasting how an individual will act in a specific situation which
might take place in the organization and formulating ways to overcome some basic problems
related to such. Social media can also be used to eliminate the job applicants which might not be
compatible with the corporate culture of a particular organization.
Learning is what an individual does every day and to make a person learn more effectively we
can include learning in their daily routine. As spoken earlier social media has taken a major
portion of time in an individual’s life, so to train a person an element of it can be introduced and
utilized. Usage of virtual space activities pertaining to team building, advanced training and
efficient learning can be made much easier. For example, a virtual chat room can create a forum
where an individual can brainstorm their ideas and give the trainer an idea to understand and
gauge their trainee or audience. Tech forums/ bug fixing forums are the best examples of these
kind of intensive training and development concepts. Social media has given an opportunity to
individuals from every part of the world to get trained by an expert who is sitting miles away and
have a direct accessibility and learning from them.
14. 12
In fields of development, social media can be used as a method to measure the growth of an
individual. The content that they post and the content that they like or share gives an insight of
how there has been a growth in their attitude and behavior.
Corporate change is one of the most difficult tasks that HR has to perform since people are very
hesitant towards any sort of change. Social media has the power to spread information to large
extends and attract people to be influenced by it. People tend to get fascinated from the latest
trends and this is where the HR department can come and try to bring the changes they want. Not
only will this help in bringing about the required change but also spread a strong message to a
large number of people in general. Social media has made huge impacts on the CSR activities of
the organizations, spreading ways to create a better work life balance and also helped in some
changes that would help the organization along with all people associated with it. With
emergence of online portals for grievance handling to keeping up-to-date with the changing pace
of the world, social media can be used to influence people and bringing out the necessary
changes.
An organization which needs to improve itself must be able to take feedback in all forms that it
can get. Social media provides people a platform to share their experiences and views and to get
the required information about many organizations. The organizations can also use social media
to gain the feedback to understand where they are going wrong and to give feedback on various
things. Social media has changed the whole concept of feedback system by providing a space
where there is no formality and with an option of absolute anonymity. People no longer fear the
consequences and know that now they have an upper hand to say what they think will help
others understand the pros and cons of any organization. Taking into consideration the view
point of the organization and the employees, social media might not always give information
which is accurate or even true, but what can be analyzed is how they are perceived and what
could be done to improve their image in the public eye.
15. 13
Conclusion
The world today is occupied with social media and spends a lot of their time on it. HR
department must ensure that they make most of it. So it is very clear that each and every firm
should update itself and make the best out of every resource available, else it will lag behind and
its competitors will take over. Social media helps company reduce its cost of hiring people and it
has a wider reach. One should not forget that HR is not the only function in business; it has other
functions as well. When the rest of the functions are being done in a better and efficient way, it is
essential to ensure that HR department is updated as well. Only when all the functions are being
done in the updated manner, the business can extract the maximum benefit. But from the
research that is done and the literature reviewed it can be seen that currently the scope of social
media in HR is limited to some specific functions and even there it cannot be utilized to the
maximum.
Future scope
10 years down the lane social media will become so dominating that hr department may have to
make it as a sub department because of the multi dimensional uses which social media is
providing to the organization in the form of information. Information in the 21st
century which is
one of a major key for success for organization. Organization that uses the information in an
optimum level can have a competitive advantage over others. Social media is becoming a point
of innovation, Balancing Productivity and Reevaluating Corporate Value.
16. 14
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