We are both self-confessed social media addicts – a label that we are just fine with – so it was inevitable that there would be a social media chapter…
We think that social media is a fundamental skill for HR professionals to learn and that too few of us take it seriously. It also provides you with opportunities around how you do all of your people activity. So we have this on our list of skills that you need to get, if you want to deliver great HR. There are two reasons. Firstly, social technology is the future of, well, everything. And learning it keeps you relevant and helps you help your business make the transitions that they need to make in this space. Secondly, and even more importantly for those HR folks in small organisations and will small training budgets – there is one heck of a lot of learning out there for you on social media platforms.
In our experience, discussion about social media in HR circles is often still negatively framed and is a stick that less-scrupulous employment lawyers (yes, there are some) use to beat us into a state of panic. How do we control it? How do we stop people saying certain things? How can we lock it down during working hours? How can we make sure people aren’t wasting time on it? What does the latest case law say about it?
Our message for those working in HR is a simple one. We have an opportunity, perhaps a better one than ever before, to help our organisations make the transition to new ways of working. We can move our function beyond the transactional, service-style HR that we sometimes find ourselves trapped in. We can lead the way for this social stuff in our organisations and help people (including the senior management team) along the journey.
We understand that that not everyone wants to do social media. Some people feel it is not for them. Some people have said to us that they don’t get it, they don’t see how it is relevant to them, they don’t see the point. We will deal with the myths later on.
But for us, it is a simple choice. Embrace change or get left behind. Hang back or get ahead. Instead of being overly concerned about the risk, we instead advocate embracing it instead.
From an HR perspective:
• You can use social media to help you recruit and build your employer brand.
• You can use social media to help drive employee engagement.
• You can use social media for learning.
• You can use social media for internal communications.
• You can use social media to support and drive culture change.
Social networks have the power to change organisations. Change the way they communicate, share knowledge, incite innovation. Social media changes the way people learn and build relationships.
This is all people stuff and people stuff is what we do!
For those HR professionals who are yet to put a toe in the water themselves, the best starting point for determining how social media is best used within your organisation is to get out there and get social, and try it for yourself. You will find a warm, welcoming, and supportive global HR community, who are willing to share and engage. As long as you act sensibly and reasonably (and of course you will, you work in HR!), you really don’t have anything to lose: trust us!
Recommendations for getting social:
• Set up a Twitter account and follow lots of HR people. As many as you can. Starting with @HR_Gem and @TimScottHR, of course.
• Startreading HRblogs. Thereareplentyoutthere, manywrittenbyexperienced HRprofessionals who are sharing what they do and how they do it. A search of the term ‘HR blogs’ or the hashtag #hrblogs will take you to everything you need – including our stuff!
• When you feel ready, dip a toe into the conversation. Many people worry they don’t have anything to say or they might say something silly. Well that’s true of all of us every time we open our mouths so we say go for it!
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
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