Social HR is a term that is used to describe the use of social media in the context of human resources. Social HR refers to the use of social media to identify, attract, and recruit new employees, as well as to manage and engage current employees. Social HR also includes the use of social media to manage and track employee performance, and to develop and implement employee retention strategies.
There is no one-size-fits-all answer to this question, as the implementation of social HR will vary depending on the specific organization and its needs. However, some tips on how to implement social HR include creating a social media policy, training employees on how to use social media responsibly, and using social media to recruit and hire new employees. Additionally, social HR can be used to build employee engagement and create a sense of community among employees. Organizations can use social media platforms like Facebook, Twitter, and LinkedIn to share company news, post job openings, and provide employees with a forum to discuss workplace issues and ask questions. By using social HR, organizations can create a more engaged and connected workforce, which can lead to improved productivity and reduced turnover.
There are many reasons why you need social HR, but here are just a few:
The main difference between social HR and traditional HR is that social HR focuses on building relationships and communities among employees, while traditional HR focuses on administering policies and procedures. Social HR strives to create a culture of engagement and collaboration, while traditional HR seeks to ensure that employees are following the rules. Social HR seeks to create a sense of shared purpose and common values, while traditional HR focuses on compliance and minimizing risk.