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Social Technologies & HR: How They Drive Employee Engagement, Improve Process and Add Strategic Value
This session will show how social technologies can be used by human resource professionals to increase employee engagement, enhance business process and add strategic value to an organization.
Social HR: How Social Collaboration can make Employees more Productive
If employees can access Facebook and Twitter at work, a small amount of time may be lost or wasted, but the overall effect on productivity provides more gains than losses. In fact, McKinsey Global Institute estimates that by fully implementing social technologies, companies have an opportunity to raise the productivity of high-skill knowledge workers, including managers and professionals, by 20 to 25 percent. Furthermore, correctly using social media technologies could add between $900 billion and $1.3 trillion of value annually to the consumer packaged goods, consumer finance, professional services, and advanced manufacturing markets. A separate study from data analytics firm Evolv suggests that employees who use up to four social media networks are exceptionally productive and stay in their jobs longer than those who don't have access to social media at work.
The following are examples ways to utilize Social HR:
- Recruitment - Social recruitment is a proactive process for job seekers and recruiters to search, converse, share, engage and refer each other using social media, web-based and mobile platforms.
- Employee Learning - Businesses can conduct training, seminars and classes online using social media platforms. There are a number of tools available, as well as convenient applications and features, that can help make the work easier.
- Knowledge Sharing - Social media can be used within an organization as a fast and inexpensive method for dissemination of information. It can be an easy way of sharing knowledge to many.
- Employee Recognition - Social peer recognition can be a powerful factor in increasing employee engagement.