Social Media and the HR Function

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Direct Questions on HR and Social Media
How to Integrate Social Media into the HR Function
Integrating social media into the HR function would start with publishing interesting posts on platforms, like Facebook, YouTube, Twitter, and LinkedIn, about the employees and the overall workforce culture. For example, it is crucial to post photos of all employees, their roles, and their great contributions to the organization's well-being. Furthermore, such posts about the employees may entail details about the organization's past and future training and education programs. This approach reveals to the visitors of these social media platforms a high level of promotion, certification, and recognition of employees by the management. Some of these visits are from potential workers who have great talent. Such social media posts appeal to these individuals hence an increased desire to become part of the company’s team. Other moves that supercharge talent and accelerate the acquisition of talented workers include an easy review of resumes, sourcing candidates, and posting openings (Isaacson & Peacey, 2012). I would also establish talent groups that engage and challenge the current workforce, further building the company’s brand. Establishing a unified and single workforce culture paints a positive image for clients and potential employees. Consequently, HR can facilitate increased productivity of all business operations across departments. 
Moreover, relying on social media to connect multiple teams from across departments and different businesses in varying geographic locations is the perfect means of leveraging the technology for the HR function. Achieving this approach will call for creating a messaging and interaction social media page. Workers from any divide can easily send messages to other players from other company areas. A multidisciplinary practice in achievin...