Social HR – The New Norm for HR Department

Tuesday, 24 June 2014 00:00 Written by
Rate this item
(2 votes)

Social-Media-Web-Guy

With increased use and popularity of social media channels and social networking sites, online presence of individuals is on the rise like never before. Even businesses have embraced social media and have acknowledged it as an imperative tool for growing their businesses. With everything going social, is it time for HR practices to also turn social?

Masahble.com, in its report on Trends of the Job Seeking Millennial, pointed out that, the present day workforce belongs to the web savvy Generation Y which uses the social sites to find job listings and attract employers. 

 

 

Employers must realize that today’s workforce likes and expects an office culture that imbibes all the qualities of a social networking channel i.e., an office culture and working environment that is open, transparent and favoring seamless, candid exchange of ideas. Modern working professionals are looking for a ‘socially conducive working environment.’

Organizations that understand the importance of creating such an environment will benefit better when it will be quick enough to implement Social HR. Social HR strategies, when used well in an organization, can drive employee motivation, increase employee job satisfaction, strengthen employee relations and most importantly increase employee productivity which in turn boosts organizational performance.

Listed below are some of the factors that define Social HR:

1) Offering Employee Autonomy

Employees like to be treated as responsible individuals capable of taking sound decisions. Employers must acknowledge these qualities in their employees and let them decide the course of action for their activities at work. Also, allowing the use of social networking sites in office and encouraging the BOYD (Bring Your Own Device) movement are favorable steps in implementing Social HR.

2) Revamping Performance Management System

Traditional performance management systems comprising of a mere once-a-year employee review gives little room for managers to know their employees. Instead, a continuous and periodic employee reviews through informal feedback sessions will allow mangers to quickly resolve performance issues and also immediately reward good performers.

3) Harnessing HR Insights

Big Data is the big word for 2013. If marketing and R&D units of business organizations can make efforts to harness Big Data for actionable insights, then the HR department should do it too. The social media channels are a treasure trove of information regarding the sentiments, opinions, intents and wants of both existing and probable employees. Picking important trends in employee behavior and using it to devise new employee favoring HR practices is the most viable initiative of Social HR.

4) Creating Social Sharing Content

The social-media savvy employees love to share and like content on the social media. Employers ought to realize that their employees are their best brand ambassadors on the social channels. And for this reason, they must provide their employees with company related content that is created specially for sharing on the social channels.

Joseph Fung the CEO and co-founder of Tribe HR, believes that Social HR is extremely important in modern business environment when everything is run on and driven by social. As a firm believer of Social HR he says that “companies that want to be well positioned need to make these HR management strategies real in 2013.”

Leave a comment

Make sure you enter all the required information, indicated by an asterisk (*). HTML code is not allowed.