Social Business Readiness: 5 Questions for Human Resources

Vanessa DiMauro
Vanessa DiMauro CEO, Leader Networks

Posted on June 23rd 2011


Human resources are the people finders and keepers. Responsible for more than just hiring and exiting employees, they are often chartered with creating innovative projects to shape organizational culture. And while social media initiatives are usually welcomed, they can also disrupt the organization on a number of fronts.

For example, effective intranet projects often help bubble up overlooked go-to people within the organizational network, which can create additional burdens on star staff. Hiring managers sometimes use the social channels to research and recruit employees and contractors to fill difficult positions. It is not uncommon for job dissatisfaction to "leak out" on social media sites, especially those where personal and professional disclosure is often intermingled -- think Facebook and Twitter.

Organizations usually benefit when there are multiple intersections among staffers through social media. Human resources is in a position to facilitate these efforts and create useful applications and adoption of social media best practices throughout the organization. To succeed, HR managers should ask themselves:
  1. Does HR have access to and understand the social media policies created by legal? Even more important, did HR participate in creating the policies?
  2. Have HR staff undergone a proper immersion and education program about social media so that they can answer questions and support productive uses of social media within the organization?
  3. Are social media programs within the organization's different departments -- marketing, tech support, supply chain collaboration -- clearly explained to HR so that they can reinforce best practice within the organization?
  4. Is your organization using social channels such as LinkedIn to recruit the best people for the open positions?
  5. Are social media disclosure guidelines integrated into your organization's exit interviews and procedures to ensure departing employees conduct themselves appropriately online?
This is the next installment of our series of posts on Social Business Readiness. To access previous installments, please see the 5 strategic wins of social media, 5 questions for social sales executives, and 5 questions for social legal executives. Your comments, suggestions and examples will be most welcome.

Vanessa DiMauro

Vanessa DiMauro

CEO, Leader Networks

Vanessa DiMauro is a trusted business advisor, and founder and CEO of Leader Networks, LLC, the world’s premier B2B social business consultancy. Vanessa helps organizations drive top line growth through innovative digital strategy design and thoughtful execution. Her experience as a social business executive spans over 15 years and her award-winning track-record is fueled by passion, experience and consistency.  Vanessa's work has been covered by leading publications such as the New York Times, the Wall Street Journal and CIO Magazine and she was recently named a Social Marketing Master by Forbes. She is serves on the board at a number of leading organizations such as Social Media Today, The Society of New Communication Research and is a former Executive In Residence at Babson College - Olin School of Management. 

See Full Profile >

Comments

Love this discussion--the more ways we can incorporate social into business ops besides marketing, the better. 

As I see the human resources field is not what it used to be and I am glad to see how things change. Having a human services masters degree today is a lot more meaningful and challenging. I'd love to have this opportunity.