Post and responses
Allison Corrin
DB1 - Competing Through Technology
I think there are a couple of ways social networking can be and is used in HR practices and I've seen it put to action on my own personal networks. I have a few friends on my social media account who work for a large mortgage company in the metro Detroit area. They constantly share their experiences with the company, which promotes the company culture and intrigues potential employees. I think it's a practice this company in particular uses as a part of their recruiting method. It's having current employees take their own experiences and show them what others could experience as well. It's improving company morale and bringing in recruits. I think that social networking can be used as an HR function by sharing its accomplishments as well as the accomplishments of its employees. For instance, at my work three networks that are used include LinkedIn, Facebook and Twitter shares the awards the companies won, recognition of attorneys by notable law review networks, events we've held, presented at, or sponsored, and we also share job postings. While the job posts are the only thing notably related to HR functions, I do think the other factors show potential employees that the firm is stable, growing, and highly renowned in its industry (Intellectual Property Law, herein after referred to as IP). It also shows potential clients that we are well-versed and very capable in the IP industry which helps us retain new clients and grow. We then create more jobs by retaining new clients which in turn does relate to HR functions. It's evident that social networks are the way of the present and the future indefinitely. While I believe there are other important channels to communicate through, such as snail mail, email, websites and even phone calls, I do think the broadest audience will be via popular social networks including Facebook, Twitter and LinkedIn. Additionally, I do believe that the proper channel to use is dependent on the content. If it's an accomplishment or an award the firm is recognized for, the most sufficient method is probably social networks and probably the company website. However, if a high-level case just received a verdict in our clients favor, that calls for personal phone calls to the client and likely a firm-wide email. It's very much so content and audience based when choosing the best channel to connect through. Our HR Director utilizes emails to note company wide get-togethers (we just had cider and donuts last week to ring in the brisk Fall weather), to new employees or employees leaving the firm, and of course several other things.
Kaitlyn Gallant
Discussion 1 - Social Networks
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There are a multitude of ways social networking can be used in HR practices, such as posting job opportunities to recruit new employees, recognizing employees for their hard work and efforts publicly, showing the public the culture a company has, and collaboration and cohesive training across the company.
Since 84% of U.S. households have a computer, and 75% have Internet(pg. 49) and nearly everyone has an account on at least one form of social media, and while use may vary, there is a potential to reach people in some many areas of the country or world, from one simple post. If a company such as Macy's uses Twitter to share job openings, they are opening the door to a larger pool of applicants, and hopefully find the best fit for the job. Some job seekers might not know that they want a job with Macy's and might not go to their website to search for employment opportunities, but sharing the position on Twitter reaches all of their followers. This could be someone who shops their sales or like the clothes they sell, but can also be a perfect fit for the marketing department or an IT professional.
People love companies supporting their employees, and those with a great work culture tend to offer greater customer service to their customers, which keeps them coming back. HR can allow the public to "come in" their door through social media posts and show the environment employees are working in, the perks of working with a particular business, and how happy those working there truly are with their employer. I have often heard "people are a company's mots important resource" and I believe it to be true a business could not function without the people there at every level making it happen day in and day out. The organization I work for has a small pool of employees, and over 4,000 volunteers around the world. I like to recognize volunteers on our social media to let potential clients know they are working with people who choose to be there everyday, and it allows potential volunteers to see the culture and appreciation for our hardworking volunteers. This also allows recognition of our volunteers to feel appreciated themselves.
I believe that those in HR need to ensure they are using the most relevant form of social networking for the audience they are trying to connect with. Different companies, as well as different types of jobs, may require HR to find a different way to connect While social networking and media are not the only way connect with people, HR needs to connect with we, as a society, use our cell phones for everything, and 41% report checking their phones a few times each hour.
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