This document provides an overview of social media training for businesses and organizations. It discusses how social learning can improve employee productivity, engagement, and problem solving by allowing learning from others. While there are barriers like time management and policy concerns, training employees on appropriate use can help address these issues. The document also examines how social media tools like LinkedIn, Google Docs, Facebook, and blogs can strengthen relationships and allow collaboration if used properly. It emphasizes the need for social media policies to guide appropriate representation of the organization.
Team D Self Guided Social Media Training Manual Presentation Mark Hill
Self-Guided Social Media Training Guide Presentation
LaTrece Bright, Marie Gladue, Lisa Hill, and Melinda Jeffrey
AET/562
February 20, 2017
Dr. Sean Spear
to summarise this presentation i want to say
To make the most of social media optimization, businesses need to keep their content relevant as well as sharable. The more the content is shared the better would be its rankings in search engines. This will lead to a strong social media presence and drive traffic to the website.
Social Tsunami: Riding the Wave for Student Engagement and Success - Course T...Cengage Learning
Social Tsunami: Riding the Wave for Student Engagement and Success - Course Technology Computing Conference
Presenter: Beverly Amer, Northern Arizona University
More than 66% of higher education faculty don't teach the use of social media in their discipline. Yet nearly 100% use it outside the classroom for personal and professional reasons. The wave of social media use in society is now rapidly rushing onto mobile platforms, leaving many faculty - and their courses - treading water. With our students already regularly surfing on their mobile devices, the time is right for exploring how to turn the tide of social media into tools for student engagement and success. Interested in learning more? Then paddle your board to this session for ideas from this presenter's sabbatical research for successfully navigating the social storm and staying on top of the wave! Goals/outcomes: Attendees will learn about the various forms of social media, current research surrounding effective use of social media in higher education, and explore practical and meaningful approaches for incorporating social media - in all its forms - into their courses to help increase student engagement and success.
How to Apply Social Media Skills to Learning - Webinar 12-19-13BizLibrary
Ready or not, employee are working socially...
In this webinar we'll discuss how social media has changed virtually every important business discipline, and employee training and development is no exception. Consequently, the professionals charged with employee learning and development need to master some level of social media skills to meet, engage and develop a new generation of employees and a new type of organizational challenge and need.
Team D Self Guided Social Media Training Manual Presentation Mark Hill
Self-Guided Social Media Training Guide Presentation
LaTrece Bright, Marie Gladue, Lisa Hill, and Melinda Jeffrey
AET/562
February 20, 2017
Dr. Sean Spear
to summarise this presentation i want to say
To make the most of social media optimization, businesses need to keep their content relevant as well as sharable. The more the content is shared the better would be its rankings in search engines. This will lead to a strong social media presence and drive traffic to the website.
Social Tsunami: Riding the Wave for Student Engagement and Success - Course T...Cengage Learning
Social Tsunami: Riding the Wave for Student Engagement and Success - Course Technology Computing Conference
Presenter: Beverly Amer, Northern Arizona University
More than 66% of higher education faculty don't teach the use of social media in their discipline. Yet nearly 100% use it outside the classroom for personal and professional reasons. The wave of social media use in society is now rapidly rushing onto mobile platforms, leaving many faculty - and their courses - treading water. With our students already regularly surfing on their mobile devices, the time is right for exploring how to turn the tide of social media into tools for student engagement and success. Interested in learning more? Then paddle your board to this session for ideas from this presenter's sabbatical research for successfully navigating the social storm and staying on top of the wave! Goals/outcomes: Attendees will learn about the various forms of social media, current research surrounding effective use of social media in higher education, and explore practical and meaningful approaches for incorporating social media - in all its forms - into their courses to help increase student engagement and success.
How to Apply Social Media Skills to Learning - Webinar 12-19-13BizLibrary
Ready or not, employee are working socially...
In this webinar we'll discuss how social media has changed virtually every important business discipline, and employee training and development is no exception. Consequently, the professionals charged with employee learning and development need to master some level of social media skills to meet, engage and develop a new generation of employees and a new type of organizational challenge and need.
Knowledge Mobilization Expo 2011 - My workshop was called Social Media 101 but it was more on working smarter and social learning than the social media tools.
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.
This training manual designed for University of Phoenix employees, will offer instructional guidance regarding the availability of social media tools, their benefits, and correlation with the understanding of social learning for professional development.
Corporate Social Media Education – Social Media AcademySociety3
The Corporate Education Program helps business teams to leverage social media for their day to day business activities. To help understand what we do and what we teach, you can listen to this free introductory webinar and get a feel for content, style and approach.
The corporate education program is not the typical social media training where you learn to setup a LinkedIn profile, how to tweet and how to create a fan page on Facebook. Instead we focus on the business implications, how to leverage what is going on in the market, how to create a strategy, build an executable social media engagement plan and select the right tools for a given strategy.
* The implication of the social customer to any business
* Social Media as a corporate strategy
* A sound plan from assessment to execution
* Selection criteria for social media tools
* Reporting and analytic in the social web
* Team structures and distributing the work load
* Rules of engagement, management requirements
* Methods, models and frameworks
* Class structure, hands on experience
* A sound plan for the next 180 days.
Team manager in marketing, sales, product management or support
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A review of what an Enterprise Social Network is, why we needs them, and how to embark on a Social Journey that will actually get you to your desired destination.
Community management for instructors Langara College 2015Anyssa Jane
This course will assist you to update your professional skills and profiles on social media though instruction about social platforms, profiles and and community building.
This workshop is hands on today between 9:30 to 4 PM at the Langara Campus in Vancouver, British Columbia, Canada.
You will leave with professional looking profiles and the confidence to use them in a safe, productive manner.
The extended goal is to leave instructors with tools to efficiently communicate online in social spaces, expand your influence, improve outreach and connect to similar communities in your profession.
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.
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The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
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Team c social media training manual presentation
1. Social Media Training
Manual Presentation
BY: SARAH BEIMFOHR, TAMARA MOLIEN, VIVIANA SMITH, YOREL
STEPHENS, & RYAN WELLS
2. Introduction
Social Learning Considerations for Businesses
and Organizations
Problem Solving Through Social Learning
Traditional Learning Vs. Social Learning
Strengthening Relationships Through Social
Learning
Business Related Issues
Social Media Tools
3. Social Learning Considerations for Businesses and Organizations
Social Learning Learning that allows individuals to learn from each other
through observation and experience.
Improved employee productivity Modern organizations promote social learning through
social media to improve productivity.
Modern social learning barriers Time management, security and confidentiality issues,
policy concerns, and participatory guidelines (Levy &
Yupangco, 2008).
Overcoming these barriers Train employees regarding appropriate use prior to
launching the tool within the organization.
Management must model what positive and responsible
professional use of the social media tool looks like within
that specific organization.
Ensure clear social media policy is in place.
4. Ethical Concerns Employees must represent the ethical beliefs and
professional image of the organization in all settings.
Employees must understand the implications each post they
make can have.
Training and professional development opportunities Businesses and organizations no longer have to rely solely
on formal training.
Organizations can offer specific training opportunities that
can be accessed when necessary; this saves time and creates
a more productive working environment.
Employees can use social learning as a way to better
understand how to accomplish job specific tasks more
clearly.
Promotion of social media as a form of social learning and
professional development.
Give clear examples of how social media use can help
individual employees fulfill the responsibilities of their job
with more ease.
Social Learning Considerations for Businesses and Organizations
5. Problem Solving Through Social Learning
Increases Engagement
Encourages Idea Sharing
Demonstrates Big Picture
Brings Many Perspectives
Improves Resolution
6. Formal Learning
Social Learning
Needs Instructor
Formal Curriculum
Requires Advanced Planning
Requires Additional Budget
Peer to Peer Learning
Emergent Learning
Spontaneous
No Additional Budget
7. Strengthening Relationships Through Social Learning
Accountability Considerations Policy Considerations
Communication-
What is communicated, implied or perceived?
Appropriate use of company driven
social media platforms
Behavior
How is it communicated, delivered, or
presented?
Acceptable response and
interactions online
Reputation
Who is influenced, observed, or held
accountable?
Proper representation
Accountability and policy guidelines established within respective organizations
makes it more feasible to strengthen relationships through social learning with a
manageable amount of risk mitigation.
8. Strengthening Relationships Through Social Learning
Integrating training &
development with social
learning platforms
Aligning social learning
platforms to business
Knowledge sharing Organic problem solving
Establishing connections and new
relationships
Collaborative initiatives throughout the
organization
Enriching personal learning networks and
developing communities of practice
Aligning online guidelines and policies to
corporate business values and goals
Organizations may strengthen relationships through social learning using a variety
of approaches. The most common approaches are:
9. Addressing Business Issues
Goals and Objectives
Individual employees can come
together through social learning to
accomplish shared goals and
objectives that will benefit that
company as a whole.
Indicators of success
Social learning programs such as mentoring can
be monitored and tracked for individual
improvement in productivity as well as
contributing to the corporate climate and
culture.
10. Resource Allocation
Technology can be used to reallocate resources to employee communications, despite location.
Resources and information can be accessed and shared amongst all employees, rather they are
in the same building or in another country
Social learning provides opportunities for individuals to learn and grown in their position from
the constant feedback and resources available from communication with other employees.
11. Social Media Tools
Communicate Instantly Across
Great Distances
Written Word
Pictures
Video
Audio
Variety of Devices
12. Social Media Tools Description Benefits Limitations Examples
LinkedIn
LinkedIn is a professional
social network geared toward
connecting professionals
through networking.
Connects like-minded
professionals in an
environment conducive to
social learning.
Members must be aware of
their online reputation and
maintain their profiles to
exude a level of
professionalism that would
attract other professionals to
share their knowledgE
Research tool to seek out
experts in a particular field of
study, interview them and
follow them for future
knowledge building.
Google Docs
Google Docs is an online
collaboration tool that allows
individuals to write and edit
word processing documents
collaboratively in real time
(Google, 2016)
Google Docs is free and
documents can be accessed
by multiple users
simultaneously promoting the
collaboration that is the
foundation of social learning.
Although Google Docs offers
the familiarity of Microsoft
Office, it does not offer the
full functionality of the popular
program.
Companies can use Google
Docs to collaborate on a
document such as problem
solving on a project.
Facebook
Facebook is a social
networking community for
anyone over the age of 13
with a valid email address.
Users create profiles, build
their social network by
requesting “friends” and
through privacy settings
decide how much to share
and with whom.
Learners could subscribe to
the RSS feed of a particular
group or receive notifications
on their mobile devices.
A person’s timeline mixes
personal and professional
updates and one could get
easily distracted by the social
aspects.
Organizations could use a
closed group to share
knowledge amongst their
company or encourage their
employees to join other niche
groups that directly affect job
performance.
Blogger
Blogger is a website that
allows people to create their
own online Blogs.
Most blog sites including
Blogger are cost-effective
and most times free.
Blog entries are very linear
like a diary in chronology and
could be hard to search.
Employees can use blogs as
a reflection for formal training
sessions or to share best
practices.
14. References
Bingham, T. (2010). The New Social Learning: A Guide to Transforming Organizations. Cognella,
Inc.
Levy, S., & Yupangco, J. (2008, August). Overcoming the challenges of social learning in the
workplace. Learning Solutions. Retrieved from
http://www.learningsolutionsmag.com/articles/85/overcoming-the-challenges-of-social-
learning-in-the-workplace
Shear, B. (2016). Five Ways to Keep Social Media From Being a Legal Headache. Education
Digest, 81(5), 54-58.
Editor's Notes
This presentation will examine Social Learning Considerations for Businesses and Organizations. Secondly, the presentation will explore how social media can be used to address business problems and will compare and contrast traditional and social learning. Thirdly, the presentation will address how social learning can strengthen relationships and meet business goals. Next, the presentation will address issues such as resource allocation, measuring the success of social learning, and ensuring that company policies and procedures are followed. Finally, the manual will discuss specific social media tools, including strategies for using the tools in the workplace.
Productive businesses and organizations strive to create opportunities for employees to thrive in an environment that harvests a multitude of social learning opportunities. With the popularity of social media use continually on the rise, social media platforms allow for efficient and practical social learning opportunities to occur within the workplace. While these social media tools are highly efficient, they do not come without barriers that make implementation into the workplace a struggle. In an effort to overcome these barriers, businesses and organizations must be clearly explain their expectations regarding appropriate professional social media use as a business and professional development tool.
It is critical that employees understand the ethics of the organization they are representing. Employees must understand the importance of responsibly representing the ethical beliefs and professional image an organization wishes to represent. Employees are representatives of the organization both professionally and privately, and the organization must clearly explain to all employees that their individual online presence must be a reflection of the organization's ethics and image. If the employee chooses to post material or ideas that do not reflect the ethics of the company, the employee should be aware the consequences for such actions could result in termination.
Training no longer has to occur in a formal environment, but can occur as needed for specific purposes. Instead of forcing all employees to attend a formal training, job specific training opportunities can be offered regularly through the use of social media tools. One of the best examples of this is using YouTube to deliver a tutorial. Employees can view a video at their convenience through the workday and immediately apply what they have learned.
In every business, problems are bound to arise. A common business issue is employees feeling a lack of engagement. When employees are not invested in the success of the company they become disengaged and their work may suffer, they may even begin to look for new opportunities outside the company. Social learning is an efficient way to reengage employees. Providing employees the opportunity to communicate ideas with one another, and share their expertise outside their own immediate teams and departments allows them to understand their role in the company. The various departments of the company can become very compartmentalized, however, they are all necessary parts of the greater whole. When employees are allowed to interact across departmental barriers through discussion forums and Wiki pages they will gain new perspective on their role in the big picture. Bringing departments together can set new eyes on issues that need resolution. Social media is an efficient tool for collaboration and brainstorming. When one team or department is stuck for new ideas or inspiration, they can turn to the social media pages for ideas and input.
Another benefit of social media is getting at the core issues of problems. When there are business related problems or issues, it is often up to management to attempt to resolve the problem, however, with social media tools, management can ask for and collect feedback from the employees perspective. When employees are able to share their ideas, they become invested in resolving the problem. Getting people invested in solving issues will increase engagement, and increase the likelihood of the issue being resolved.
An additional reason to use social media tools is that when employees are be able to share ideas and learn from one another, the need for formal trainings can be reduced. Social learning occurs in a natural and easy fashion, sometimes the learning occurs so naturally that it does not feel like work. Formal trainings on the other hand, do feel like work, and can be stressful for employees who have anxiety issues related to school and testing. Also, informal social learning allows employees to learn things when they are relevant and applicable. Formal training can sometimes consist of too much information that may not seem relevant in the moment. Additionally, formal training requires a trainer, a set amount of time, and often the use of additional resources, all of these things cost time and money. Social learning is free, happens in the moment, and is a good use of time. Allowing employees to learn from one another, is a sound practice from both an economic and educational standpoint.
Accountability and policy guidelines established within respective organizations makes it more feasible to strengthen relationships through social learning with a manageable amount of risk mitigation. Both may contribute to protecting the branding and reputation of companies in addition to the online reputation of their employees. It is a process that requires reciprocation from the company and the employee.
Accountability guidelines for maintaining and using organization sponsored blogs, discussion boards and other social media communicate expectations of appropriate online behavior. It removes the gray area and provides a starting point for companies and employees to make their decisions about what information they want to share, how it is shared and who it is share with.
On the other hand, policy guidelines that may cover a variety of areas such as data use, accessing or monitoring employee accounts, or impersonation do not have a one-size fits all approach. Organizations may customize policies to fit respective values and business needs. Different communities may have varying philosophies and approaches to acceptable social media use however, each entity should avoid being overly restrictive as it could result in unintended legal liabilities (Shear, 2016). If considerations of accountability and policies are not in place the absence could influence an employee’s perception of hierarchy within a social learning environment as relationships evolve.
Organizations may strengthen relationships through social learning using a variety of approaches. The most common approaches are integrating training and professional development components through social learning and aligning social learning platforms to business process for usage as a communication or problem-solving tool. Implementation of these approaches and similar contribute to the overall development of successful social learning environments. As individuals interact with one another through organic collaboration and knowledge sharing existing relationships are strengthened, new relationships are established, and personal learning networks evolve. Consequently considerations for online accountability and policies are needed to set expectations regarding social media and professional use.
Within the business community, goals and objectives can be very broad to include the entire company, division, team or specific to one individual. The culture and climate of the corporate environment provides a framework for how effective social learning can be in the workplace. When employees are working together in a team or division to achieve a specific goal, then individuals can learn and develop their skills from the interactions that they have with each other. Within a work environment, there may be a team that is constructed of several different skill sets that can work interdependently to accomplish a shared objective and goal. This type of social learning allows several different backgrounds and skill groups to share their unique talents with other individuals and in return become exposed to new methods and approaches to a similar objective. Social learning in the workplace also furthers the formal training that was already completed to all employees and enriches that corporate climate that the company is striving to create and promote.
Social learning can be considered effective when employee relationships and team building experiences are enriching the culture and climate of the organization. Mentoring programs within the company may be an effective way to monitor and encourage social learning. Management can track and record the experiences of both the mentors and the mentees to determine the impact that the program has on the individuals as well as the teams and the company as a whole. When employees are able to see the impact and benefit that social learning has on their coworker’s performance and attitudes, then they will become more receptive to any social learning suggestions or programs in the future. Management can also track the performance, productivity and behavior of those individuals associated with social learning programs to determine their effectiveness against those groups or individuals that did not participate in the programs (Bingham, 2010).
Social learning provides an opportunity for employees to communicate and learn from one another in different situations and environments. Employees do not need to be in the same building or even the same country to be able to participate in social learning. The result is that resources may be allocated into technology that allows for constant communication and resource sharing for employees throughout the company irrespective of physical location. This change in resource focus towards communication and resource sharing can in turn provide a much faster and more streamlined form of business that does not require constant managerial supervision. Employees can be working from other buildings, states or countries and still be able to be full participants in conversations with access to all the same data and materials. Employees that have questions can be able to reach another employee immediately and then be able to return to their work without interruption to their productivity. Management can monitor the communication between employees as well as respond to individual questions without having to be physically present. Employees can expand their social learning network to include all members of the company and not those that are physically present in the building.
The use of social media today provides a means for individuals to connect and communicate with each other despite great geographical and cultural differences.
There are many different formats available in the world of social media that allow people to express themselves through the written word, pictures, video and audio or even a combination of each.
The ability to communicate and learn in a social setting has become accessible to millions of people thanks to the use of social media and other online resources (Bingham, 2010).
Social media tools allow people to connect and develop relationships. Through the use of social media tools employees will become more engaged and efficient. Social media tools can be used to create a dynamic learning environment that is beneficial for all parties involved.
