For the discussion you will need to find an HR and Social Media article and post a few points from it. Post a link and discuss.

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Student’s post 1
In the article “Social Media use in HRM” by Kluemper, the author notes down a statistic that “over 90% of large U.S. companies report using their company website to communicate job and organization information to potential job applicants” (Kluemper). Since we live in an age where internet is everywhere, having access to PSE&G’s list of job openings and mission statement isn’t difficult. Obtaining information on a website is one thing, but having an active social media for a company gives outsiders more of a “real time” feel of information that goes on in a company. An active social media page gives an outsider, for example a job applicant, the feel that they can obtain information that is more relevant to the company right now, as opposed to simply just a website where you may not be entirely sure if the information presented was updated this month or 3 years ago and allows them to get a better feel of whether or not they can be a part of this organization’s culture.
 
Respond example of post 1
I agree with your statements and the article statements. Social media really is impacting our lives, especially job lives, immensely. An active social media page is a great idea. I know personally when looking up information about a company before going into an interview or just researching the company to see if i want to apply there, I am never really intrigued by their home page. It states just facts. I do not get an actual feel of the environment of the company. An active social media page is updated of pictures and comments from those who work there. You can interact with people working there to ask about their job experience. A more personal connection is better than just some factual based website.
 
Student post 2
https://mashable.com/2010/11/08/human-resources-social-media/#QUErrdfE5iq1 (Links to an external site.)
This article, The Future of Human Resources and Social media highlights some key aspects of why social media can be a beneficial tool when talent recruiting. Their key points include having resources fast and easy, balancing productivity and value, reevaluating corporate values, and supporting innovation. Having the resources at your fingertips allows for employers to look through a huge pool of people. Victorio Milian, a human resource generalist for H&M reaches her former employees through LinkedIn to keep up with their lives but to also use it as an outsource for hiring if needed be. The balance between productivity and value can be confused with which social media site is okay to be on and which ones are not. The balance can be found by using the site appropriately to connect with coworkers for valid reasons. When employees become too consumed with social media that is unrelated to their job, that is when it becomes unproductive. The article continues with explaining how customer service is greatly linked to social media by responding to their customers faster. For example, when someone has bad service at Wawa or McDonalds and they tweet at the company about their experience. Then someone from that company will reach out to them via Twitter to immediately solve the issue. And the last point I wanted to explain was how the workforces are expanding and growing with new technologies. New employees are keeping up with the latest technologies and social media so fast that it is a good idea to use these untraditional methods of social media in the workplace. Because social media is only becoming more relevant in human resources, it is best that everyone becomes adaptive to it rather than trying to run away from it.
 
Student post 3
https://www.smartrecruiters.com/blog/how-social-media-changes-hr/ (Links to an external site.)
This is the article that I chose because the main focus of the website is to help get recruited and recruit. Since being recruited is something that all people coming out of college will most likely deal with this article helps us deeper understand what social media should be used for. Also, HR deals with hiring and social media is a newer tool that helps HR professionals eliminate candidates. This article is helpful on both sides of hiring and here are some main points that I found helpful:

  • Communication has become way better with the use of social media. This is good and bad for many reasons. The main positive of social media in the workplace is that employees can communicate much easier without meeting face to face. There are, obviously, times where a face to face conversation is necessary or favorable, but for the small memos in person meetings are no longer necessary.
  • Opinions are conveyed clearly to the employers by the employees through social media. This can improve employee satisfaction and retention. If HR uses their employees’ social media accounts as a tool when looking into their employees happiness then they will have clear answers when it comes to what their employees feel and what they may want from their employer.
  • Advertisement has become tremendously easier with social media. Not only advertisement for their product, but for open positions. In my parent’s day, jobs were found through newspaper ads and job boards etc. but since social media has grown, so has its use for advertisement.

In the end, social media can be a real asset for individuals looking to be recruited, but it can also hurt you a great deal. Social media is always a great tool for recruiters, in my opinion. Social media changes the way that HR does its job and it creates new issues for HR to handle.
 
 

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