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March 11, 2016

Adding social to HCM or HRMS is the new cool. Here is what the HRs need to know before they jump to this integration.

Integrating HRMS solutions with social is the new HR tech revelation. Many organizations are viewing it as an opportunity to map the humongous data on social and use it for recruitment and employee engagement effectively.

Social has immense power and freedom. Integrating it with HRMS enables the HRs and the employees in many ways, however, this needs to be handled with caution.

Before your start using the social HCM, here’s what the HRs need to know:

Benefits: Yes, there are many powerful benefits of a social HCM. From more effective communication to recruiting and engagement, the HRs can use social HCM in many ways. Integration of channels like LinkedIn to an HRMS means that hiring “known” candidates becomes easier. Your employees can directly refer their LinkedIn contacts and in turn HRs can quickly validate the social footprint of a prospective candidate. The whole process is a lot more interesting, simple, and engaging.

Social HCM also gives a great chance to the HRs to communicate more effectively with employees. Using social HCM HRs can discuss and share important updates and announcements with employees at different locations instantly and also capture their feedback online.

Caution: We have already experienced how powerful social can be in terms of its outreach and exposure. Given the scale of visibility, it is important that each and every info shared is correct and accurate as this has a direct impact on your brand.

Even a minor error like a poor formatted job posting can drastically impact the way your brand is perceived by its viewers. Similarly, the tone of the messaging needs to be correct – avoid sarcasm or aggression. It is best advised that HR should identify communication experts to handle social HCM content in the right way.

Here are some more cautions which the HRs must practice while using social HCM:

• Do not treat LinkedIn like a job portal: Be judicious about what vacancies you want to post, where and how.

• All the information shared should be linked to the correct sub group / detail either within the HCM or the company website.

• Keep your readers informed in the right way. Social HCM should not be treated like a sales stream. Keep the employees and other fraternity updated with the right company info and other facts pertaining to your industry, work culture etc.

• Maintain a consistent communication stream. Too long a gap would result in people losing interest in your postings.

Are you using social HCM at your organization? Do share your feedback and comments here!

Handing Social HCM: Key Points for the HRs


By HR-One Team
February 18, 2015

There was a time when a lot of organizations blocked social media websites, fearing a loss of productivity. Fast forward a few years and you will find people glued to their smart-phones. At this very moment, turn to your left or right and you will find just a handful of people who don’t have their blue screens staring right back at them. Maybe even you are also reading this post on a mobile device. So, what happened in the last few years that has people hooked onto to their mobile phone? Social media happened. And the impact it created has left quite a significant impression on the business world as well. Integrating social media has become quite a common practice in all the companies. Various softwares have more promise than ever due to the face-lift of the technology. HR-One’s HRMS is such solution.

The Latest Integration

HRMS softwares in India have turned a new leaf with the integration of social media. The HR department has oodles to gain with social media by their side. The primary task of the HR team, i.e., hiring people has gained a new medium to recruit the best talent. Companies used to put up job postings on their website but social media has allowed them to search for the best people within 140 characters or a simple update on Facebook or LinkedIn.

The importance of networking cannot be emphasized more for any professional. By integrating HRMS with social media, this task is made easier as sitting in front of the computer screen and connecting to people across the world. No more awkward conversation in cafés or conferences or cringing at the thought of spending an entire day with random people just to interact with two people with whom you can have a symbiotic relationship. Just start that computer, look for people who would add value to the organization and connect with them with just a click of the button.

HR-One offers several functionalities that allow the employees to integrate their personal social media profiles with their HRMS profiles. This helps them in connecting with people within the company and maintain a healthy relationship with their peers. In fact, the employees can recommend their team-mates or endorse them on the platform. This helps the managers in gauging the overall performance of the employees, while taking in feedback from the rest of the team. All the required data is easily available on HRMS.

Yin and Yang of the Integration

Social media is all around us and it would be a wise decision to blend HRMS and social media. The list of positives it can add to the company is a huge one. Sadly, every yin has a yang and this much talked about integration is no different. Social media means putting out something personal onto a digital space that can be viewed by anyone. There can be a fear of loss of an intellectual property, defamation, threat to the company brand or even lawsuits against the company or its employee due to the way certain issue is portrayed through the social media.

Fortunately, these fears can be negated through some measures. HRMS softwares in India are tackling these issues with forming stringent policies for using the social media. It is obvious that the employees of the company will be active on social media beyond the company premises or would quit at some point. It becomes necessary to implementing policies to ensure that such conditions do not affect the company in any way. Policies can include deciding how the employees can use the company’s name on their profile or how portable would the accounts be once the relationship between the company and employee is terminated.

Depending on the way it is used, this integration can either prove to be a great friend to join hands with or a foe that you need to completely avoid. Make it a friend and you won’t ever regret it. It is advisable for the HR team to encourage its employees to use the integration in the best manner possible. So the next time you see one your employees logging onto Facebook or Twitter in office, mostly they are benefiting the company in some way or the other, besides changing their profile pictures and checking how many likes and comments they got!

Social Employees means more productive employees


By HR-One Team