Impact of Social Media On Various HR Processes

Outline
Introduction

Introduction
Social media refers to the means of interactions

among people in which they create, share, and exchange information and ideas in virtual communities and networks.

Analysis And Results

Methodology of Analysis
Bhar lena khud

Analysis of the Project

We have studied the effect of Social Media On the

following HR Processes. 1. Hiring 2. Communication and Collaboration 3. Talent Management 4. Internal Branding 5. Crowd Sourcing We have also done the analysis of the effect of social media on HR processes from employee as well as HR Manager prespective.

Hiring
Hiring is one of the critical processes of HR

management. Its basically consist of three sub processes.

1. Sourcing 2. Pre-joining Engagement 3. Induction and Orientation

Though it is implicitly assumed that social media

platforms are most useful in Hiring, during the course of our survey we found that respondents were a little apprehensive about using these platforms for Hiring.

Hiring- Analysis
Among the functions within Hiring, Sourcing was most

preferred by the respondents, closely followed by Prejoining Engagement, and Induction and Orientation, for use of social media.
Hiring
9 8 7 6 5 4 3 2 1 Hiring

0
Social Networking Networking Blogs Organisational Specific Forums Information Sites

Communication And Collaboration

This is a promising area for using social media

platforms. For the purpose of this study we considered four modes of collaboration or communications commonly used, namely, Organizational communications Virtual meetings Technical discussions Employee recognition. The commulative preference for social media in this HR process is shown in the graph below :

Communication And Collaboration- Analysis

Communication And Collaboration

7 6 5 4 3 2 1 0 Social Networking sites Networking Blogs Organisational Specific Forums Information Sites Communication And Collaboration

Talent Management
We considered four areas under Talent

Management: Training Leadership Development Mentorship Employee Engagement When the responses were examined, following are the results that were obtained as shown in the graph on next slide.

Talent Management - Analysis

Talent Management
8 7 6 5 4 Talent Management

3
2 1 0

Social Networking sites

Networking Blogs

Organisational Specific Forums

Information Sites

Internal Branding
Internal Branding refers to showcasing capabilities of

the organization, within the organization. We considered three areas within this function: Employer Branding Employee Branding Thought Leadership The results are as shown in the graph below, it shows the 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.

Internal Branding -Analysis

Internal Branding
9

8
7 6 5 4 3 2 1 0 Social Networking sites Networking Blogs Organisational Specific Forums Information Sites Internal Branding

Overall Analysis HR Manager perspective

Votes Favoured % by HR
120

100

80

60

Votes Favoured % by HR

40

20

0 social networking sites networking blogs organization specific forum information sites

Overall Analysis Employee perspective

Votes Favoured % by Employee
120

100

80

60 Votes Favoured % by Employee 40

20

0 social networking sites networking blogs organization specific forum information sites

Result of all the Analysis

The HR processes rated as per survey by the order of

preference are as follows: 1. Internal Branding 2. Hiring 3. Talent Management 4. Crowd Sourcing 5. Communication And Collaboration

Key Findings
63% of the CXOs use social media in their respective

industries, though this is not indicative of the extent of usage and effectiveness Majority of the CXOs are in agreement with the fact that social media is relevant and the usage should be emphasized upon to gain maximum of it Social media continues to remain a major tool for organizations to reach their customers and employees, however, marketing and sales leads the way, followed by human resources and corporate social responsibility

Key Findings
Majority of the organizations use social media in human

resources. However, they also agree that it has not been tapped to the maximum. Leadership in majority of the organizations have shown keen interest in usage of social media in the areas of Internal Branding, Collaboration & Communication, and Hiring Hiring emerged as the only area where organizations were found to be social media ready Data security emerged as the number one impediment to implementing or using social media platforms, closely followed by perceived lack of organizational maturity and monitoring capabilities

Conclusion
Explore the internal communities and tools

available
Look in all directions It is how much you make of it

There is no substitute to being present

Suggestions
General Recommendations

Time: Many hands make light work Global presence

Relationships
Interaction Make use of social computing

Reflections

Recommendations for HR
The use of social media as a channel.
The introduction

of new channels increases the supply of media channels and puts prices under pressure. The power of social media is that a channel can be used and managed, without the intermediation of a med ia agency

Recommendations for HR
Using social media for input and

validation

HR now uses social computing as an extra channel

for relaying the corporate message to the public. There is so much information available on these extra channels and social computing can be used to extract that information. Information such as public feedback 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 or recruiting the best employee for a new job.

Refrences

Thank You!!!