Skip to main content

HR Challenges Created by Social Media

Last week, I published a paper in Hotel Business Review (HBR) about the HR challenges created by social media. I believe that social media has made significant impact on almost every HR function, including job analysis and job design, recruitment and selection, training and development, compensation plans, performance appraisals, discipline and retention management, social responsibility, and ethics. Here, I am not going to restate my discussion in HBR. I, however, would like to hear your thoughts on this topic by asking some of the questions I raised in the paper.      

HR Challenges
  • When companies are adding social media in their daily operations, what responsibilities should be added or deleted from current positions?
  • What positions or departments need to be created or eliminated?
  • Is it necessary to re-design a company’s organizational structure? If so, how can it be done?
  • If it is necessary to create a position called social media manager, what tasks and responsibilities should be included in the job descriptions?
  • To whom should a social media manager report to?
  • Recruiting and selecting candidates on social media could be effective, but how can companies screen candidates without collecting their sensitive demographic information? Are companies able to defend their hiring decisions in front of EEOC (equal employment opportunity commission)?
  • How much training should be provided to those who manage a company’s social media accounts?
  • If some internal-communication content (e.g. benefits) needs to be shared on social media for targeted employees, how can it be done? Who should manage the content?
  • How do companies design the rate structure for social media officers?
  • Since the ROI (return on investment) of social media effort is not easy to measure, how do companies evaluate the performance of a social media officer?
  • When every employee is “visible” for competitors on social media, what can a company do to keep its top talent?  
  • What is a company’s social media policy?
  • Who should manage the content about social responsibility and ethics? PR? HR? Marketing? Or a new department called Social Media or Communication?
  • What can companies do to ensure that the content about social responsibility and ethics are communicated effectively and efficiently on social media?

What other questions do you have? To help companies cope with these HR challenges, what suggestions will you offer?

In the end, I believe that companies must put every functional and operational department, including HR, into consideration when they are planning for a comprehensive social media strategy. Do you agree?

References:
The picture is downloaded from ArrowPartnership.com

Comments

  1. Very interesting questions. Every manager that is thinking about creating social media strategy should really ask these questions. Unfortunately many of them do not. I certainly agree that HR should be included in every social media strategy. Many companies think that the only way how they can use Facebook or other social media is usual promotion. They are not willing to develop it further. This is a huge mistake. Or they have program that is fully outsourced. Then it may look professional, but they are not creating real contact with their customers - the biggest opportunity that social media offer. But in order to do that, you really need to hire right people.
    Recently I have read good book covering this topic. Its author is Olivier Blanchard and the name of the book is Social Media ROI

    ReplyDelete
    Replies
    1. Thank you for sharing your thoughts and the book. I agree with you 100% and will check out the book. Indeed, social media is not just about marketing even though that's what most companies use social media for (46% of companies being surveyed have the marketing department to manage their social media activities).

      In the past, "experts" are supposed to know everything. I don't think that will be the case for social media. There are many news things and new discoveries ahead of us. I believe that social-media professionals need to raise questions and actively seek solutions with collaborative effort in the community. Social media is a place where creative minds meet and shine.

      Delete
  2. Some questions I have include the following: I find asking employees about their management is relevant and wii tell HR at about what these directors are doing to make employees unhappy and feel unappriciated. Why isn't each individual area looked into by HR? Evaluations from staff about management would be helpful, as they know more about their jobs than anyone including their managers. Why doesn't the staff know the duties of HR? Staff often doesn't know what HR does or why and if they should go to them with concerns. Does HR monitor or keep track of new employee training? I've never seen this happen.

    ReplyDelete

Post a Comment

Popular posts from this blog

Yammer: A Social Networking Site Exclusively for the Workplace

Effective internal communications among employees are related to some desirable organizational outcomes, such as robust morale, a clear vision, low turnover, and high employee engagement. The question is what platform can serve the purpose. This ABC News video introduces “ Yammer ,” an exclusive internal communication tool for companies. A user must use a valid company e-mail address to sign up for an account. Once an account is validated, the user will be led to the company page that is pretty much like a Facebook page. The difference is that only the users whose e-mail addresses share the same domain can see the wall and communicate with each other. I have no question about whether Yammer could be a useful internal communication tool for companies, but I just wonder: how many social networking sites do people need for communication? Why people have to “create” so many platforms or channels for “effective communications”? To many people, Facebook is only for “friends,” whe

How Covid-19 will change the HR department? (by Vivian Tan)

With the current pandemic happening, many businesses are having a hard time. It is hard for them to maintain to pay all their employees, and many things have changed on how companies are running during Covid-19. Because of this virus, employees work from home and might lack the motivation to finish their tasks. Many businesses shut their doors infinitely and file for bankruptcy because it is hard to pay their employees, and there are not many businesses coming in. In the hospitality industry, the HR department must create policies and answer questions from the outbreak. It is also essential that they communicate with workers for any updates and make sure that it does not affect their daily operations.     When it comes to covid-19 concerns, the HR department should communicate with the employees for any updates on the virus, such as informing employees about policies, personal hygiene, posting signs around the workplace about symptoms of the virus, and wear masks. Also, asking employee

The 2020 hospitality and tourism trends that will likely stay in 2021 and beyond

The COVID-19 pandemic had made an unprecedented impact on the   global economy   in 2020. The good news is the long-waited COVID-19 vaccines will   soon become available . Let’s hope that the coronavirus will disappear soon as we enter the New Year.     Looking back before we look forward   At year-end 2019, I predicted a few   2020 trends   in hospitality, retail, and tourism businesses. For example, I recommended that we should pay special attention to the following areas:      A shifting focus on food delivery, sustainable food, and quick-casual restaurants. Using AI and facial recognition in service operations.   The threats from Google, Amazon, and Airbnb as a (potential, new) giant tourism enterprise in the market.   Investors’ growing interest in boutique retail stores and hotels. Customer loyalty issues as more travel companies adopted the dynamic pricing strategy even in their frequent traveler programs.   Safety issues during travel.     Certainly, the global pandemic was not