HR and social networking

9/13/13

We've considered the various possible benefits of social media in the workplace. It facilitates the connection between people, as well as the exchange or sharing of information between groups. Companies use it as a tool to seek and acquire talents. Due to its nature, social media has become a channel of information. Some of the larger organizations have adopted their own versions of social media which allow people to interact with each other on a social and business level.

The challenge faced by management is how to monitor these exchanges and prevent them from turning into distraction. The goal of investing in technology and other employee tools is to empower the employees so they can be more productive. If it hampers productivity, the use of such technology and its application in particular business settings must be reevaluated. Custers (2012) says it best, "technology provides HR with incredible opportunities, but the challenge is to use them smartly, in a way that balances the interests of employers and employees".  This challenge explains, in part, companies' reluctance to adopt this technology as they must ensure that its implementation will improve the bottom line.

The lesson here is, in implementing social media as a recruiting tool, it is important for HR to be cautious. Failure to plan this implementation appropriately will lead to attracting a large pools of job seekers versus targeting the right number of qualified applicants, especially in today's high unemployment environment. To avoid this issue, HR must be clear about business strategies and develop the appropriate recruiting tactics, which includes identifying the right wireless, cloud-based, or mobile technology to help target and acquire the best talents.

Custers (2012) emphasizes the importance for HR to move with the times and get the most out of new HR technologies. However the effective use of innovative technologies requires that HR be trained on how to identify them and exploit them.

Rose (2012) identifies the 3 challenges facing HR in 2013 as, finding the right talent, creating opportunities (in the current post recession environment) and managing labor and benefit costs. The common objective in addressing these challenges is to identify strategies that attract, retain and encourage the most valuable staff members in order to satisfy the bottom line.

References:

Custers, M., (2012, December 20). The NGA trends for 2013. NGA. Retrieved from http://blog.northgatearinso.com/blog/nga-trends-2013?elq_mid=&elq_cid=201389
Rose, A., (2012). 3 challenges facing HR in 2013. Hcareers. Retrieved from http://www.hcareers.com/us/resourcecenter/tabid/306/articleid/1190/default.aspx