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At #Twitter's #SanFran Headquarters after out speech #DecodingSocial w Twitter's #Purpose Content & Brand Lead #GinaBallenger - loved seeing #LoveWhereYouWork #SocialHR (at Twitter HQ)

#lovewhereyouwork #sanfran #twitter #purpose #socialhr #ginaballenger #decodingsocial

#Social #HR

Social HR is identified as the practice of using social media platforms for HR functions. Social HR has been mostly used for recruitment, but has also shown to be helpful in boosting employee engagement, working on employee development, and facilitating internal discussions. Social HR for Recruitment By 2020, about 50 percent of the work force will be made up of millennials. Millennials have generally made it clear that social recruitment is expected of top performing companies. The expectation is not just true of millennials anymore either, as able-bodied workers of all ages are now occupying a greater percentage of online presence than ever before. Applicants not only expect to apply for a job with a company through an online source, they expect to get a feel for the company’s personality through an online display. Corporate social media presence and the employee candidates’ ability to apply for any company at any time via mobile apps, rather than companies seeking out candidates, have begun to change the way that recruitment works. Job listing is not dead, however on the contrary, it is just as feasible to quickly pull a vast pool of candidates that may have already been considering applying to work for the company. Social Learning and Development Social learning allows employees to train and learn anytime, anywhere, which also enables companies to progress employees through training steps and programs at a faster rate. As employees complete training steps, HRIS systems are able to track and log the new qualifications with the rest of the employee information. This can be even more helpful when HR systems are set up to alert managers that employees are qualified to fill open positions. Gamification of Training Many companies have not only begun to see the merit in facilitating training online, but changed training into a gaming format that allows social collaboration or competition. Gamifying training helps to better engage employees, as employees are actively participating in “scoring” instead of simply watching or listening to lectures. Actually, studies have found that employees are better able to use the skills and recall the information that was presented in this fashion. It is important for companies to carefully craft gamified training to make sure that the skills and lessons are the main focus of the “game” in order for the programs to be successful. Social Collaboration for Projects Gamification and social collaboration have shown to be just as effective for real-world projects as they are for training. When a team of employees can conveniently access a project file from remote locations, it can help to boost productivity exponentially rather than having employees present in one place at one time. Adding a gamification element makes projects seem easier and more fun, so employees are much more likely to be interested and actively engaged. Social Check-Ins Instead of Performance Reviews Many companies have hung up the annual performance review in favor of required weekly or monthly social check-ins. Having access to continuous real-time data and feedback from customers and peers helps managers continuously stay up-to-date on employees’ performance, including progress or problems. Using this information, managers can send employees frequent messages regarding performance, both as required and as needed to address performance needs or to recognize a job well done.

#HR #human resources #Social media #SocialHR #Social Media

#DigiStratNY #SocialHR speech w fav @stacygreenaen @aenetworks #Womeninstrategy @innovationenterprise_

#socialhr #digistratny #womeninstrategy

#DigiStratNY #SocialHR speech w fav @stacygreenaen @aenetworks #Womeninstrategy @innovationenterprise_ excellent summit! (at Times Square, New York City)

#digistratny #socialhr #womeninstrategy

We'll 2017 is here & this post was right on! My head is still spinning 🌪 & as predicted "way up in the #SAP cloud #SocialHR creates people engines in the ☁️☁️☁️

#socialhr #sap

#FF #IamAEN @AENetworks 🌪@StacyGreenAandE @kimtinglerAEN @MichaelFeeney40 @bobbydaen @kamaboogie @TomTooker #SocialHR #media #networks #HR 🏆 (at A & E Television Networks)

#hr #media #socialhr #ff #networks #iamaen

Online Recruitment magazine for HR Directors, Personnel Managers, Job Boards and Recruiters with information on the internet recruitment industry

The article starts off with an eye-catching statement: “In a recent article I discussed how with 75% of companies either using or planning to use social media sites for recruiting, sites like Linkedin, Twitter, Facebook and Google+ are becoming increasingly important in job searching.” Most of my posts have actually been about things like this as well, which is why I picked this article to post.

More and more people realize the increasing importance of social media in HR, although I’d like to say that social media is important in other fields too -- such as PR, behavioral sciences, etc. It’s great to see articles like this every so often, since it reminds you of why exactly social media is so important. A good example would be: “Talent acquisition has been the most obvious area of opportunity within many companies who embrace social media's potential. Done well, this can include accelerating the entire recruiting process from posting openings to sourcing candidates, reviewing CVs, making an offer and on boarding.”

In class, we read about KPMG. The article states that: “KPMG agree and show how social media can reinforce the supply chain through collaboration with employees, candidates, customers and suppliers.”

All in all, this is definitely a good read. Remind yourself of the increasing importance of Social Media in HR.