Social Media and HR: SHRM discussions

In this week's SHRMConnect discussion, the exploration of social media platform was the highlight with more than 25 replies from the Orginal post. The focus was how HR was to keep up with the everyday changes technology brings to HR and how does the professional utilize sites like LinkedIn, Monster and Indeed to their advantage. Social media has been a center of many people lives with Facebook and using it for professional use is not different. To be effective with showing a profile that this descriptive and true, the HR representative, with enough online experience, can decipher whom to approach as a candidate for a company.

I have been a LinkedIn member since 2008, I am not a premium member and I get offers through the direct message from my account. The role of social media and humans resources has grown exponentially in the past five years, it has to be been a great tool, not only helping with company branding but also in communication with employee through apps like twitter and Google hangouts (Vassallo, 2015). The feedback received on this subject has explored primarily LinkedIn has been the great website to promote companies and find candidates but Facebook is becoming more popular for HR. The existence of social is a skill to master for HR representative and also follow a whole new code of conduct. The questioned I asked in SHRM that was on the subject of Metrics and HR but not as well received by social media subject:









Reference:

Vassallo, J. (2015, September 26) Social Media’s Impact on the Human Resources Industry. Business 2 Community. Retrieved from http://www.business2community.com/human-resources/social-medias-impact-on-the-human-resources-industry-01338454#2q7tDvwZOfh2fiU2.99

The article explore the impact of social media in HR in the past five years for recruitment and product announcement. Social media impact branding, monitoring, and communication with employees are discussed.

The Week's Discussion: HR Technology's impact to Business managers

In this week's discussion, what I found the most valuable was determining how advantages in mobile technology can improve HR capabilities. Cloud computing was discussed as the more efficient method to organize information for the organization which in turn improves the user experience. In my discussion, an entry I wrote briefly on my company existing methods of payroll and timesheet that a medium for discussion around company colleague may be a great way to use store data with partnerships with IT. Human resource technology is changing every day and there are no signs of slowing down, areas in talent management to learning management are in attention to be digitally supported in approach (Shearer, 2016).

As a manager working with HR, the technology embedded in the different categories how manager and HR are related and supported with predictive analysis and metrics. This tool may be used m=by managers to get a sense of how much staff or caliber in expertise are needed in any given market area. My branch has been in a situation where we had a shortage in talent and HR and the regional manager had to step in with analytics based one need. Investments is a key are of profit in the branch so the new position was created to cater this demand such as a licensed banker. Recruiting and staffing are becoming more automated in hiring with software that tracks management platforms allowing focus on core operations.


Reference:


Shearer, M. (2016, September 2) How to make sense of human resources technology. Venture Beat. Retrieved from http://venturebeat.com/2016/09/02/how-to-make-sense-of-human-resources-technology/

An article from an entrepreneur perspective describing HR technology landscape. Main topics include Talent and workforce management during the data-centric and technical age.