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.
Stress Caused by Social Networking in Organisations Aakriti Agarwal
A project on understanding the problems created by social networking for the different sections of the work force based on their age, seniority with case studies and a detailed survey, and suggesting HR practises to overcome these hurdles.
Employee Engagement and Social Media Pecha Kucha - Caroline KealeyCarolineKealey
Caroline Kealey's Pecha Kucha presentation on Employee Engagement and Social Media for the February 9, 2011 Conference Board of Canada’s Public Sector Human Resources Conference, HR Excellence in a Changing World.
Connect with Caroline Kealey at Ingenium Communications:
WEBSITE: http://www.ingeniumcommunications.com
TWITTER: @CarolineKealey
SUBSCRIBE to the Results Map Blog: http://www.resultsmap.com/category/blog/
Social Media, Employment, and Brain InjuryPaul Smith
Slides for my presentation at the Santa Clara Valley Brain Injury Conference, February 26th, at the Hayes Mansion in San Jose, CA. Created by Paul F. Smith (http://neuronico.net).
4 Essential Tips to Convert your Employees to Talent Brand Ambassadors | WebcastLinkedIn Talent Solutions
Click through this webcast to learn how to leverage your greatest assets (hint: your employees) to strengthen your employer brand.
Get inspired with LinkedIn's Employer Brand Playbook: http://linkd.in/174lYC9
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Social Media at SAS - Triangle IABC meeting Sept. 8, 2009David B. Thomas
How SAS (www.sas.com) is incorporating social media into our internal and external communications, with practical tips for companies getting started. Presentation to the Triangle, NC chapter of the International Association of Business Communicators, Sept. 8, 2009.
Social Media Strategy for Maximizing Your LinkedIn Experienceerikakirstenbeck
Emerging online collaboration platforms are fundamentally changing the way we work and engage with each other, clients and partners. LinkedIn is no exception. Maximize your online brand with a specific social media strategy to achieve your professional goals.
Stress Caused by Social Networking in Organisations Aakriti Agarwal
A project on understanding the problems created by social networking for the different sections of the work force based on their age, seniority with case studies and a detailed survey, and suggesting HR practises to overcome these hurdles.
Employee Engagement and Social Media Pecha Kucha - Caroline KealeyCarolineKealey
Caroline Kealey's Pecha Kucha presentation on Employee Engagement and Social Media for the February 9, 2011 Conference Board of Canada’s Public Sector Human Resources Conference, HR Excellence in a Changing World.
Connect with Caroline Kealey at Ingenium Communications:
WEBSITE: http://www.ingeniumcommunications.com
TWITTER: @CarolineKealey
SUBSCRIBE to the Results Map Blog: http://www.resultsmap.com/category/blog/
Social Media, Employment, and Brain InjuryPaul Smith
Slides for my presentation at the Santa Clara Valley Brain Injury Conference, February 26th, at the Hayes Mansion in San Jose, CA. Created by Paul F. Smith (http://neuronico.net).
4 Essential Tips to Convert your Employees to Talent Brand Ambassadors | WebcastLinkedIn Talent Solutions
Click through this webcast to learn how to leverage your greatest assets (hint: your employees) to strengthen your employer brand.
Get inspired with LinkedIn's Employer Brand Playbook: http://linkd.in/174lYC9
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Social Media at SAS - Triangle IABC meeting Sept. 8, 2009David B. Thomas
How SAS (www.sas.com) is incorporating social media into our internal and external communications, with practical tips for companies getting started. Presentation to the Triangle, NC chapter of the International Association of Business Communicators, Sept. 8, 2009.
Social Media Strategy for Maximizing Your LinkedIn Experienceerikakirstenbeck
Emerging online collaboration platforms are fundamentally changing the way we work and engage with each other, clients and partners. LinkedIn is no exception. Maximize your online brand with a specific social media strategy to achieve your professional goals.
Why Human Resources professionals need to embrace and make Social Media an integral part of their and their organizations recruitment and human capital management initiatives. Additionally, a concise overview of key social media channels and recommended best practices to get started on social media and HR.
Social media is quite a phenomenon. It’s changing the way we use the Internet, communicate with friends and business colleagues, interact with corporations (or customers), gather information, and make decisions. Social media may still seem like a technological fad that is mainly used by younger people, but in truth, it is rapidly gaining users across generations and becoming a main stream business tool.
From an HR perspective, it can be hard to tell if social media is your friend or your foe. But one thing is clear: The time to adopt social media strategies and policies for your business is right now.
White Paper: Embracing Social Media and Being Smart about It by Laurie ReuttimanSteven Duque
We live in a Googled world. Pew Research estimates that 79% of American adults use the Internet on a regular basis and that nearly half of those individuals use a social networking site (Facebook, Twitter, LinkedIn) in their personal lives. This number has doubled since 2008.
Human Resources professionals have a reputation for being stodgy and difficult, but according to the results in the I Love Rewards survey on social media, that reputation is unfair and inaccurate. Ninety-eight percent of respondents believe that social networks are a tool that HR should be using, which tells us that Human Resources professionals are open to social media and new technology. This may seem counterintuitive based on your personal experiences in the workforce, but in the Googled world, even your local HR generalist sees value in connecting on Facebook, Twitter and LinkedIn. Social media adoption is pervasive and fun.
In this first session, Balderaz focused on using social media research for HR business decisions, as well as to identify strategies, goals and reasons for using social media for HR purposes.
Social Media for HR - Creating an Effective PolicyElizabeth Lupfer
The Social Workplace / Verizon presentation on creating a Social Media Policy from an HR perspective. Presented at The Conference Board's seminar on Social Media and HR on April 13, 2011.
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.
SocialBBC Susan Warner Developing An Effective Social Media PolicyUrban Interact, Inc.
Social Business Boot Camp & Networking Happy Hour Benefiting National Breast Cancer Foundation March 4th, 2010 @ the Aloft Hotel Downtown Dallas
Speaker Segment: Susan Warner of StaffOne on Developing an Effective Social Media Policy
Twitter Event #SocialBBC
Friends for Youth's Social Media Tip Sheet for MANY
Social Media and HR Best Practices
1. +
Social Media
and HR
By: Adriana Costello
@JumpstartHR | www.jumpstart-hr.com
2. +
Overview
Introduction to social media
Current trends
Social media applications
Uses for social media in HR
Social media tools for HR
Social media policies
Why have a policy?
Legal guidelines
Tips for drafting a policy
10 must-haves
3. +
What is Social Media?
“Forms of electronic
communication…through which users
create online communities to share
information, ideas, personal
messages, and other content.”
Source: Merriam-Webster Dictionary
4. +
Popular Social Media Platforms
Facebook is a social networking website
intended to connect friends, family and
business associates.
Twitter is a social messaging service for
sending and receiving short messages
(140 characters) in real time.
LinkedIn is a social networking community
for business contacts.
YouTube is a video-sharing website on
which users can upload and view videos.
5. +
Current Trends
83% of HR professionals agree that social media
technologies can improve communication, bring
greater efficiency to the workplace and provide great
insight about people’s interests and motivations.
While HR professionals worry about how employees
will use these technologies, 69% say their
organizations do not have an official social media
policy.
Source: Birkman
6. “The core benefits of social media are
rooted in the HR world, with specific
attributes like people, communication
and community, social media should be
part of the HR department’s everyday
working life…They are tools that can
rapidly enhance in-house
communication and drive up HR
efficiency and overall employee
engagement.”
– Elva Ainsworth, HRZone
7. +
How can HR use Social Media?
Retain and engage employees by providing them a more
intimate connection with your organization.
Encourage innovation and hasten implementation of new
ideas.
Train and develop employees more efficiently and in a
manner that is more conducive to learning.
Reward and publically acknowledge exemplary behavior.
Develop more relevant company policy by easily
including your employees’ feedback.
Source: The Duffy Agency
8. +
Tapping Collective Intelligence
Social media is a powerful collaboration tool.
Companies can discover novel solutions to major
challenges by “tapping the intelligence” of employees.
Example: Online-collaboration events aimed at solving
specific problems.
Managers can post pertinent issues to be addressed over a
set time period.
Employees (and even alumni) can be engaged to log on and
suggest solutions.
Source: Randy MacDonald, HRE Online
9. +
Sharing Knowledge
Social media allows colleagues to share and build on each
other’s experiences, insights and personal networks.
Encourage knowledge sharing:
Identify employees who are influencers, trend-spotters and
game-changers, and network them with other employees to
create action and further dissemination of information.
Create internal online marketplaces where employees can list
their skills.
Use tracking technologies that create profiles of employees (and
former employees), the kinds of projects they work on, and their
impact, and make that information public to other employees.
Source: Randy MacDonald, HRE Online
10. +
Building Strong Ties
The core of social media is building strong connections.
Supportive communities are going to be a more important part
of business culture in the future.
Example: Succeeding@IBM
Program for new employees (first 6-12 months).
Social-networking group for collaborating on topics and getting to
know others outside their own departments.
Helps improve global networking skills.
Gives new employees a broader base of knowledge to tap into as
they adapt to their new jobs and company culture.
Source: Randy MacDonald, HRE Online
11. +
Social Media Tools for HR
Facebook: Communication platform where
employees can comfortably interact with each other
and receive corporate information. Breaks down
corporate barriers and allows employees to interact
with HR in an authentic environment.
Twitter:Provides employees with short, quick news
feeds that can be taken on-the-go. HR should use
this channel to get in touch with the largest number
of employees over the shortest period of time.
Source: Elva Ainsworth, HRzone
12. +
Social Media Tools for HR
YouTube: HR can use videos to communicate with
and provide instructions to employees. Staff are far
more likely to engage with, and respond positively to
an instructional video that clearly demonstrates how
to fill out an online survey, than an email with
instructions.
LinkedIn: Creating corporate groups is an excellent
way to foster meaningful discussions, share relevant
news and encourage networking among current and
past employees.
Source: Elva Ainsworth, HRzone
13. +
Why have a social media policy?
Protect the organization against liability for the actions of its
workers.
Give clear guidelines for employees on what they can and
cannot say about the company.
Help employees draw a line between their private and
professional lives.
Comply with the law on discrimination, data protection and
protecting the health of employees.
Be clear about sensitive issues like monitoring and explain
how disciplinary rules and sanctions will be applied.
Source: Advisory, Conciliation and Arbitration Service
14. +
Why have a social media policy?
Employers need to inform employees that they have no right to
privacy with respect to social networking. Use of social media can
be monitored by employers regardless of location (i.e. at work vs.
at home).
Employees should know that company policies on anti-
harassment, ethics and loyalty cover all forms of internal and
external communication.
“When you give all of your employees the ability to interact with
the whole world…you have to provide them with some training on
how to use it properly and effectively.”
Example: Zappos encourages employees to use Twitter to interact with
customers and actually trains them on the proper use of Twitter during
new-hire orientation.
Source: SharlynLauby, Mashable
15. +
Legal Guidelines
Social media policies should not be so broad that they prohibit
activities protected by federal law including:
discussion of working conditions or wages.
concerted activity among employees.
You cannot discipline an employee for clicking the "Like" button
on Facebook.
You cannot generally prohibit employees from discussing the
company, its employees or competitors (even if the comments
are disparaging).
You cannot sweepingly prohibit employees from using the
company’s logos or photographs.
Source: National Labor Relations Board
16. +
Who owns social contacts?
An employer may not claim an employee’s social media
contacts (i.e. LinkedIn contacts, Facebook friends and Twitter
followers) when the employee leaves.
Employees own their social media accounts and contacts
becausebuilding a social media profile involves employees
using their own voice and personal networks.
An employee’s social media contacts are not “trade secrets.”
Contact information is easier than ever to obtain, so its value is
greatly diminished.
Source: Heather Bussing, HRExaminer
17. +
Tips for Drafting a SoMe Policy
It is ok to prohibit employees from sharing confidential and
proprietary information online.
Do not rely on a disclaimer to rescue an overly-broad social
media policy.
e.g. “Nothing in this policy shall be construed to limit your rights
under any applicable federal, state or local laws.”
Policies are best written as guidelines, not rules, so as not to
violate the U.S. National Labor Relations Act.
As with any policy, HR should provide training and education.
“You can’t always trust that everyone’s going to read the policy.”
Source: Eric B. Meyer, Labor and Employment Attorney
18. +
10 Must-Haves for a SoMe Policy
1. Introduce the purpose of social media. Focus on what
employees can rather than what they can’t do.
2. Be responsible for what you write. Exercise good judgment
and common sense.
3. Be authentic. Let people know who you are on social media
outlets (i.e. name, position, company).
4. Consider your audience. Readers include current
clients, potential clients, as well as current/past/future
employees. Consider that before you publish and make sure
you aren’t alienating any of those groups.
Source: SharlynLauby, Mashable
19. +
10 Must-Haves for a SoMe Policy
5. Exercise good judgment. This is crucial regardless of whether
an employee’s online comments relate directly to their job.
6. Understand the concept of community. Support is key. Learn
how to balance personal and professional information, and
recognize the importance of transparency.
7. Respect copyrights and fair use. Always give people proper
credit for their work, and make sure you have the right to use
something with attribution before you publish.
Source: SharlynLauby, Mashable
20. +
10 Must-Haves for a SoMe Policy
8. Protect confidential & proprietary info. Employees who share
confidential or proprietary information do so at the risk of
losing their job and possibly ending up in court.
9. Bring value. Add value to your followers, readers, fans, users
and customers.
10. Productivity matters. In order for your social media endeavors
to be successful, you need to find the right balance between
social media and other work.
Source: SharlynLauby, Mashable
21. +
A Sample Blogging Policy
“Be professional.”
Source: Jay Shepherd, Gruntled Employees
22. +
A Sample Twitter Policy*
Our Twitter policy: Be
professional, kind, discreet, authenti
c. Represent us well. Remember
that you cannot control it once you
hit “Tweet.”
*In 140 characters.
Source: Jay Shepherd, JayShep
23. +
Key Takeaways
Social media is not a fad, and it is in the best interests of HR
professionals to embrace these technologies.
HR professionals can use social media to increase
engagement, enhance communication, encourage innovation
and collaboration among employees.
Organizations need social media policies to clearly
communicate employee responsibilities and to encourage
proper and effective use of social media tools.
Policy writers must ensure that policies are not so broad as to
infringe upon employees’ legal rights.
Source: “Human Resources 2.0: How HR Professionals and HR Consultants Use Social Media and Web 2.0 Technologies.” Birkman. www.birkman.com.
Ainsworth, Elva. “The social media tools that HR surely needs.” HRzone, 08 April 2011. www.hrzone.co.uk.
Source: The Duffy Agency. “How social media can help your human resources department.” Methodical Madness, 18 February 2011. www.blog.theduffyagency.com.
MacDonald, Randy. “Embracing Social Media.” Human Resources Executive Online, 16 May 2011. www.hreonline.com.
MacDonald, Randy. “Embracing Social Media.” Human Resources Executive Online, 16 May 2011. www.hreonline.com.
MacDonald, Randy. “Embracing Social Media.” Human Resources Executive Online, 16 May 2011. www.hreonline.com.
Ainsworth, Elva. “The social media tools that HR surely needs.” HRzone, 08 April 2011. www.hrzone.co.uk.
Ainsworth, Elva. “The social media tools that HR surely needs.” HRzone, 08 April 2011. www.hrzone.co.uk.
“Social networking and...How to develop a policy.” Advisory, Conciliation and Arbitration Service. www.acas.org.uk.
Lauby, Sharlyn. “Should Your Company Have a Social Media Policy?” Mashable Business, 27 April 2009. www.mashable.com.
Meyer, Eric B. “The federal labor law guide to social media (non)compliance.” The Employer Handbook, 22 August 2011. www.theemployerhandbook.com.
Bussing, Heather. “It’s No Secret: Why Contacts Aren’t Trade Secrets.” HRExaminer, 08 March 2011. www.hrexaminer.com.
Meyer, Eric B. “The federal labor law guide to social media (non)compliance.” The Employer Handbook, 22 August 2011. www.theemployerhandbook.com.Eric B. Meyer in Wright, Aliah D. “Social Media Policies Slowly Catch On Worldwide.” Society for Human Resource Management, 03 February 2012.
Lauby, Sharlyn. “10 Must-Haves for Your Social Media Policy.” Mashable Business, 02 June 2009. www.mashable.com.
Lauby, Sharlyn. “10 Must-Haves for Your Social Media Policy.” Mashable Business, 02 June 2009. www.mashable.com.
Lauby, Sharlyn. “10 Must-Haves for Your Social Media Policy.” Mashable Business, 02 June 2009. www.mashable.com.