Question

What is the impact of social media like Facebook, twitter on human resource management? What social media policies are suitable across generations, industries, and various positions within organizations?

Answer 1

Description:

In today’s Digital World, everything starting from Networking, Product Promotion, niche recruitment etc happens via the Social Media It has become an integral part of the Organisation these days. The Impacts of social Media to HRM are that at the first basic level the process of recruitment has changed. From traditional hiring process, HR are actually using the social media to find their preferences, ethics, behaviours and recruitment. Next is the matter of copyrights , confidential and proprietary info where there is a need to change their Policies to protect these from being exploited by employees via the social media. As well as the employee engagement policy needs to be fair and transparency as anything negative has the chance of being exposed to the outside world via the social media.

Some of the Social media Policies that can be implemented:

1. Employees can disclose their affiliation with the company granted that disclaimers are set freeing the company from any intellectual investment in the post.
2. Dishonorable content such as racial, ethnic, sexual, religious, and physical disability slurs are not tolerated.
3. Employees are not allowed to disclose information that are financial, operational and legal in nature, as well as any information that pertains to clients and customers.
4. Employees are allowed to associate themselves with the company when posting but they must clearly brand their online posts as personal and purely their own. The company should not be held liable for any repercussions the employees’ content may generate.
5. Content pertaining to sensitive company information (particularly those found within Adidas internal networks) should not be shared to the outside online community. Divulging information like the company’s design plans, internal operations and legal matters are prohibited.
6. Proper copyright and reference laws should be observed by employees when posting online.
7. The company reserves the right to edit or amend any misleading or inaccurate content depicted in blog posts. The company also reserves the right to delete blog posts violating the code of conduct.
8. Principles of integrity, professionalism, privacy and impartiality should be observed by journalists when posting online.
9. It is important for employees to properly define their association with the publication as they would do offline.