USE OF SOCIAL MEDIA IN HRM

2. LT B03
MEHSHINA BANO(068)
MOHINI YADAV (072)
RUPALIGUPTA (101)
SAKSHI SAHAI (104)
SIDNHU KUMARSINGH(172)
AMIT PRAKASH SHARMA(175)

3. ORGANIZATIONS & SOCIAL MEDIA!
• Social media is well-establishedas a consumer and brand
oriented set of tools. Increasingly,social media is being
offered as an innovative solution for internal
effectiveness. When strategy and governance are
integrated withsocial media tools, they can positively
impact your organization.Anorganization that
thoughtfullyembraces social media can realize
opportunities acrossareas

4. ASPECT OF SOCIAL MEDIA
Socialmediahasbeenbroadlydefinedtorefer to'themanyrelativelyinexpensive andwidely
accessibleelectronictoolsthatenableanyonetopublishandaccessinformation,collaborateon
acommoneffort,orbuildrelationships’

6. USE OF SOCIALMEDIAIN HUMAN RESOURCE
MANAGEMENT

7. WHATSAPP
• Founded By – Brian Acton And Jan Koum (
Yahoo Employees)
• Developers – WhatsApp Inc.
• Initial Release – January 2010
• Operating System – Ios, Android, Blackberry,
Windows, Symbian
• Acquired By Facebook Inc. On February19, 2014
• Earlier Was Paid After A Period Of Time , Now Its
Free Of Any Cost.

8. Use Of Whatsapp In HRMBy Different Companies
• In RECRUITMENT Process.
• Making Of Whatsapp Group After Employees Join
The Firm.
• Sharing Of Locations For Various Activities .
• Using Of Whatsapp For Internal Team
Communication.
• Sharing A Common Page For Information Delivery
Purpose.
• Companies Using Whatsapp- E Companies, Product
Delivery Companies, Large Mnc’s, Other Grocery
Product Delivering Companies.

9. LEARNING
• Whatsapp is an easier and faster way of transferring
data.
• Is not so safe.
• Can be used by both small and large scale
companies.
• Can be used as a document manager and transfer.
• Easier way to have a communication over
distances.

10. SKYPE
• Skype was released in 2003
• On 10th may 2011, Microsoft corporation
acquire Skype by US$8.5 billion.
• It is a proprietary voice-over-Internet
Protocol service and software application.
• The service allows users to communicate
with peers by voice, video, and instant
messaging over the Internet.
• It has also become popular for its additional
features, including file transfer, and
videoconferencing.

11. ADVANTAGES OF SKYPE IN HRM
• Cut the cost of your business calls
• Keep track of your expenditures
• It may allow for more availability in candidates
• Stay in touch with colleagues
• One can able to maintain the travel
schedule for business and still conduct
interviews.

12. LinkedIn
•LinkedIn is a business-oriented social networking service
•Founded in December 2002 and launchedon May 5, 2003 ,it is mainly used
for professional networking
•As of2015, most ofthe site's revenuecomes from selling accessto
information about its usersto recruitersand sales professionals
•As ofOctober 2015, LinkedIn reportsmore than 400 million acquired usersin
more than200 countriesand territories
•Thesite is available in 24 languages
•LinkedIn is headquarteredin MountainView, California

13. LinkedIn

14. Uses Of Linkedin In HRM
•73% of recruitersfilled a position using social media in 2012, a 15% increasefrom
2011
•89% of recruitershave filled a position usingLinkedIn at some point in time
•97% of all HR and staffing professionals useLinkedIn in their recruitingefforts
•ManyHR useGroupsto expand their network
•To promote their company culture
•To send company news directly to candidates

15. TWITTER
• Twitter is an online social networking service that enables users
to send and read short 140 characters called” tweets”
• It was founded on March 21,2006 and its CEO is Jack Dorsey
• Features-Users may subscribe to other userstweets ,this is known
as “following” and subscribers are knownas “followers”

16. COMPANIES USING TWITTER FOR HUMAN
RESOURCE MANAGEMENT
• Google- Have a Twitter account “Life at Google” shareswhat its
like to workwith Google and inform about open jobs at different
offices worldwide.
• Walt Disney-engage prospective employeesthrough “Disney re-
tweets”, relevant issues by twitter hash tags
• Smith Group-HRsparticipate in knowledge sharing activities like
# aia chat, a monthly tweet chat for professionals

17. COMPANIES USING TWITTER CONTD…
• PepsiCo - has a veryhuman face to their Twitter presenceby
showcasing their talent acquisition in the Twitter background
• Ernst & Young- has a custom background informing people about
its employee presence on other social networksthereby
encouraging candidate to ask questions

18. KEY FINDINGS
• HR’s usetwitter to keep up with industryconference,information and
activities for their job and certification
• Allow to expand their network and stay connected with ex-employees
thereby keeping resourcesintact
• Create a stellar employee presencewith a customized backgroundand
profile picture
• Tweet about company’s culture, exciting inside stories throughoutthe day

19. FACEBOOK– A REVOLUTION IN
COMMUNICATION
 Facebookwasbuilt to help people connectandshare.
 Over the last decade it has brought revolution in field of
communication.
 Played a critical part in changing how people around the world
communicatewithoneanother.
 With over a billion people using the service and more than fifty
officesaroundtheglobe.
 A career at facebook offers countless ways to make an impact in a
fastgrowing organization.
 Facebook is seeking hr professionals to support their corporate
businesses inthedelivery oforganizationalsolutions foremployees.

20. BENEFITS TO ORGANIZATION IN HRM
 It assist employees and managers in resolving issues and grievances.
 It helps employees in conveying their suggestions and recommendations totop management.
 It has provideda platform tothe managers totake feedback from employees.
 It helps business organization in conducting surveys, collecting dataand preparation of report.
 Message can be communicated with the help of videos.
 Attracting a pool of qualified applicants candidates forfilling job vacancies.
 Facebook has become an integral part of the smart marketer’s toolkit. They use it for creating brand
awareness among consumers.
 It helps company in reaching to customers when company’s retailer is much different than that of a b2b
wholesaler.

21. RECOMMENDATIONS FOR FUTURE
Employees
o Use linkedin when applying for jobs as it is a professional network, recruiters regularly use and refer to in order to gain a
better understanding of your corporate identity.
o Beaware of who youbefriend on facebook, recruitersmay cross check.
Employers
o Refrain from using only facebook as a means of gathering data. Use information on employees curriculum vitae and
linkedin profiles to determine their corporate identity.
Policy and hr
o Never judge an applicant by their facebook profile. His right to privacy is as important as an organizations' right to
maintain corporate confidentiality.
o Havea clearunderstanding of anapplicant’s work ethicand their past realworld experiences.
Legal
o Understand the generation, your pool of candidates comes from and the technologies available. Do not misuse these
technologies to discriminate against an applicant due to their gender,race, disability orwhich network theyarelinkedto.

22. YOU TUBE
• YouTube is a video-sharing website headquartered
in San Bruno, California, United States. The service was
created by three former PayPal employees in February
2005.
• Available content includes video clips, TV clips, music
videos, movie trailers and other content such as video
blogging, short original videos, and educational videos.
• Unregistered users can watch videos, and registered
users can upload videos to their channels.
• Act as social classroom and training medium.
• Helps in Recruitment.

24. XING
• XING (named open BC/OpenBusiness Clubuntil 17 November 2006) is
a career-oriented social networking sitefor enabling a small-world
network for professionals.
• The platform offers personal profiles, groups, discussion forums, event
coordination, and other common social community features. Basic
membership is free. But many core functions, like searching for people
with specific qualifications or messaging people to whom one is not
already connected, can only be accessed by the premium members.
• XING also offers the system for closed communities, called Enterprise
groups with their own access paths and interface designs. The platform
serves as the infrastructure for corporate groups, including IBM,
McKinsey, Accenture.

25. RISKS INVOLVEDBY SOCIAL MEDIA
INTERNAL RISK
 Employees inadvertently or deliberately leak
privileged information that belongs to
the organization
 The creation of public, and therefore
“discoverable,” Public record related to
internal employment issues
 Ownership issues regarding public
forums/networks where employees might
engage with customers to discuss
business issues
 Introduction of sensitive personal information
into the workplace (politics, religion, sexual
orientation, lifestyleissues)
EXTERNAL RISK
• The potential forviral growth of negative
sentiment either in response toorganization
communications or simply a market
discussion on products or services
• Inappropriate or inaccurate commentary on
organization financial performance
• Misrepresentation of organization’s position
on public issues
• Damage tocompany’s reputation or desired
brand image
• Dataprivacy breach related tolost personal
identifiable information

26. CONCLUSION….
HOW TO GET READY?
KEYEXTERNAL FORCES
• Social media technologiesare
persuasiveandconstantly
evolving
• Access to enormousamountof
informationnotmatter where
youare!
• Increasedprivacyand
complianceconcern
CONSIDERATION TOFULLY
EMBRACE SOCIAL MEDIA
• Comprehensive governance
strategy toconsistentlymanage
the risk
• Holistic internalstrategy that
complimentsbroader
organizationalapproach
OPPORTUNITYFOR POSITIVE
IMPACT
• Employee engagement &
employee communicationcan
be accelerated with social
media
• Social media istransforming
the entirerecruitingprocess,&
the candidate/company
relationship