SOCIAL MEDIA AND HRBY- GROUP 3

•Pulkit Gupta •Rohit Lamba•Gaurav Wadhwa•Pranav Goyal•Geet Gupta

Human Resource Management

BBA(Gen), Sec-B

Preview

• What is Social Media?

• Introduction

• Social Media in HR

• Importance of Social Media in HR

• 3 Main Changes in HR due to Social Media

• Future of Social Media in HR

• Legal Implications

Social media includes the various

online technology tools that enable

people to communicate easily to share

information and resources.

MARK ZUCKENBERG quoted-Social Media has the power to “rewire the

way people spread and consume information”

INTRODUCTION

• Social media is a popular communication tools nowadays.

• Everyone who has to say–or sell today uses social media.

• Social media provides recruiters, hiring managers with an existing talent pool from which to handpick potential employees.

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

SOCIAL MEDIA IN HR

• Social Media allows to expand networks on several different levels.

• Human resources is no exception to this new reality.

• By expanding our networks, we increase our access to the latest information and cutting edge tools.

SOCIAL MEDIA IN HR

• HR professionals uses to share and disseminate information.

• They uses this as a networking tool.

• They are using a whole new array of platforms such as LinkedIn, Facebook, Twitter, blogs, webinars.

SOCIAL MEDIA IN HR

• Companies regularly meets and communicates through LinkedIn and webinars.

• "The growth of online forums has made this sharing possible not just domestically, but also on a regional and even global basis,”.

• This collaborative approach allows practitioners to save time on basic research and keeps them from constantly reinventing the wheel.

IMPORTANCE OF SOCIAL MEDIA IN HR IMPROVES ENGAGEMENT

• Internal networking through social media can enable faster.

• Less hierarchical information sharing .• So act as a powerful way of building employee

engagement. • Technologies can be used to build internal

communities. • For example, a number of organizations uses

Yammer which allows colleagues to connect in a secure online environment.

ENABLES EFFECTIVE RECRUITMENT

• Recruitment process is more open and democratic.

• Social media is free and can produce a very rapid and varied response.

• Example- Over half of UK job seekers uses social media in their job search (Simply Hired).

RECRUITMENT THROUGH SOCIAL MEDIA

• Recruiters routinely go online to search for new talent on sites such as Facebook and LinkedIn.

• Social media also enables organizations to identify, research and engage directly with the right candidates before they have applied for the role or have even considered changing position.

FACILITATES TRAINING

• Creates a more open and less hierarchical form of learning.

• It can react to the changing environment and disseminate new learning quickly and effectively at low cost.

• More motivating and interesting for employees.

Other Benefits.

• Stay in touch with colleagues and friends.

• Help colleagues find you.

• Find candidates for jobs.

• Find a new job.

• Establishes your online brand.

Social Media Changes HR in 3 Fundamental

Areas

Before Social Media After Social Media

communicated to employee

through person meetings, email,

memos, and interoffice mail.

communicate changes to their

organization making the

assumption that by telling one,

you are telling all.

Changes in policy or corporate

restructures were communicated

the same way

A single tweet or Facebook

update serves as public notice to

any type of corporate change

There was control, predictability,

and a flow to the

communications as well

1. Employee Communication

Before Social Media After Social Media

companies could rely on break

room suggestion boxes, employee

hotlines, and closed room

meetings as a way for employees

to raise and express concerns

Through social media, blogs, and

online forums employees can

now share their experiences and

suggestions good as well as bad.

Like consumers companies have

little control except to monitor,

address the change, and

continue to communicate.

2. The Voice of Employee

3. Employer BrandingBefore Social Media After Social Media

In the past, employers

communicate their job

openings using one-way

conversation tools like the

newspaper, job boards, or

career fairs

HR and Recruiting teams are

now seen as an extension of

their PR and Marketing

departments except their

target audience

HR and Recruiting teams are

forever changed as they use

social media to talk directly to

the candidate if they are

active, passive, or indifferent.

FUTURE OF SOCIAL MEDIA IN HR

• Resources at your Fingertips.

• Reevaluating Corporate Values.

• Supporting Innovation.

RESOURCES AT YOUR FINGERTIPS

• Will help in knowledge sharing with the help of online activities.

• Will help to spread awareness in quick seconds.

• Public Relations will become more Stronger.

REEVALUATING COORPORATE VALUES

• Social Media will help finding business solutions faster and from a wider variety of sources.

• It will also mean that the business will need to be able to respond to the needs of their customer faster.

SUPPORTING INNOVATION

• There is tremendous potential in social media tools for collaboration and the sharing of real-time ideas or solutions with team members.

• Employers will rely on blogging to collaborate and inform leadership groups around practices and methodologies of the business.

LEGAL IMPLICATIONS

• HR department needs to "check with caution".

• What are the legal implications if a candidate is refused employment as a result of something that is found online?

• It is very easy to make judgements based on incomplete or misleading information.

LEGAL IMPLICATIONS

• HR professionals must ensure that they make and retain good records of the selection process.

• Selecting and de-selecting candidates online is still new territory.

• Organizations also have a lot of fear about unsuitable information being found about them online.