Impact of Social Media n Various HR Processes

7/27/2019 Impact of Social Media n Various HR Processes

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Impact of Social Media On

Various HR Processes


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Outline

Introduction


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Introduction

Social media refers to the means of interactionsamong people in which they create, share, andexchange information and ideas in virtual

communities and networks.


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Analysis And Results


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Methodology of Analysis

Bhar lena khud


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Analysis of the Project

We have studied the effect of Social Media On thefollowing HR Processes.

1. Hiring

2. Communication and Collaboration3. Talent Management

4. Internal Branding

5. Crowd Sourcing

We have also done the analysis of the effect of socialmedia on HR processes from employee as well as HRManager prespective.


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Hiring

Hiring is one of the critical processes of HRmanagement.

Its basically consist of three sub processes.1. Sourcing

2. Pre-joining Engagement

3. Induction and Orientation

Though it is implicitly assumed that social mediaplatforms are most useful in Hiring, during thecourse of our survey we found that respondentswere a little apprehensive about using theseplatforms for Hiring.


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Communication And Collaboration

This is a promising area for using social mediaplatforms. For the purpose of this study weconsidered four modes of collaboration or

communications commonly used, namely,Organizational communications

Virtual meetings

Technical discussions

Employee recognition.

The commulative preference for social media inthis HR process is shown in the graph below :


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Communication And Collaboration- Analysis

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Social Networkingsites

Networking Blogs OrganisationalSpecific Forums

Information Sites




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Talent Management

We considered four areas under TalentManagement:

Training

Leadership Development Mentorship

Employee Engagement

When the responses were examined, following arethe results that were obtained as shown in thegraph on next slide.


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Talent Management - Analysis

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Social Networking sites Networking Blogs Organisational SpecificForums

Information Sites

Talent Management

Talent Management


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Internal Branding

Internal Branding refers to showcasing capabilities ofthe organization, within the organization. Weconsidered three areas within this function:

Employer Branding

Employee Branding Thought Leadership

The results are as shown in the graph below, it showsthe preference of different social media platforms for

internal branding.Also, it was found that these social media platforms

have the greatest impact on the Internal Branding.


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Internal Branding -Analysis

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Social Networking sites Networking Blogs Organisational SpecificForums

Information Sites

Internal Branding

Internal Branding


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Overall Analysis HR Manager perspective

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social networking sites networking blogs organization specific forum information sites

Votes Favoured % by HR

Votes Favoured % by HR


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Overall Analysis Employee perspective

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social networking sites networking blogs organization specificforum

information sites

Votes Favoured % by Employee

Votes Favoured % by Employee


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Result of all the Analysis

The HR processes rated as per survey by the order ofpreference are as follows:

1. Internal Branding

2. Hiring3. Talent Management

4. Crowd Sourcing

5. Communication And Collaboration


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Key Findings

63% of the CXOs use social media in their respectiveindustries, though this is not indicative of the extentof usage and effectiveness

Majority of the CXOs are in agreement with the fact

that social media is relevant and the usage should beemphasized upon to gain maximum of it

Social media continues to remain a major tool fororganizations to reach their customers and

employees, however, marketing and sales leads theway, followed by human resources and corporatesocial responsibility


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Key Findings

Majority of the organizations use social media in humanresources. However, they also agree that it has not beentapped to the maximum.

Leadership in majority of the organizations have shown

keen interest in usage of social media in the areas ofInternal Branding, Collaboration & Communication, andHiring

Hiring emerged as the only area where organizations

were found to be social media readyData security emerged as the number one impediment to

implementing or using social media platforms, closelyfollowed by perceived lack of organizational maturityand monitoring capabilities


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Conclusion

Explore the internal communities and toolsavailable

Look in all directions

It is how much you make of it

There is no substitute to being present


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Suggestions

General Recommendations

Time: Many hands make light work

Global presenceRelationships

Interaction

Make use of social computingReflections


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Recommendations for HR

The use of social media as a channel.

The introduction of new channels increases the supplyof media channels and puts prices under pressure. The

power of social media is that a channel can beused and managed, without the intermediation of a media agency


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Recommendations for HR

Using social media for input andvalidation

HR now uses social computing as an extra channelfor relaying the corporate message to the public.

There is so much information available on theseextra channels and social computing can be used toextract that information. Information such as publicfeedback about a business, individuals interests,hobbies, education, and talents can also be

detected from these channels. All available information enables a better match

on suitability for a job or company culture.This can be of importance for applications orrecruiting the best employee for a new job.


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Refrences


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Thank You!!!

Documents

Impact of Social Media n Various HR Processes