3 social HR benefits that should achieve a C-level buy in
Social functionality is often seen as a minefield for companies and social HR has the potential to take worrying to a whole new level. However, there are so many benefits from social HRMS that it’s worth fighting for. Are you preparing to make the jump into social HR? Try these techniques to bring your C-level on board with your plans for social HRMS functionality.
1) Highlight social media’s common use in the workplace
Surveys have found that employees often use social media during the work day and many of them cite connecting with co-workers as a main reason. Shouldn’t you try to drive these employees into your social HR platform for interaction with colleagues? Many companies offer platforms for blogging and even Chief Human Resource Officers have been known to tweet and blog at some companies. If you’re not enabling and using social features in your HRMS you will be seen as a dinosaur these days. Rather than driving your employees to outside sites, social HR can keep them internal, as well as offering you the opportunity to capture and publish much of the informal knowledge sharing and training that occurs in such settings.
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2) Most HRMS deliver some form of social HR
Many HRMS applications realize the potential of this medium and are offering functionality while continuing to evolve on this front. From the most basic attachment and click through of social network IDs to the importing of social network profiles to a job application to full-fledged social collaboration platforms, social HR is here to stay. Often, it’s out of the box functionality that doesn’t necessarily require a separate license so it’s only a cultural shift rather than a financial cost. While such functionality is new in many HRMS, such collaboration has been around for ages so we cannot afford to waste time waiting for it to be proven further.
3) Social HRMS brings improved efficiency
Social HRMS enables your employees to connect and collaborate easily. Through groups and forums, shared documents and employee profiles that enable ‘tagging’ or highlighting of interests and expertise, your employees can easily search internally to find a subject matter expert, thus increasing their networking with colleagues as well as informally learning on the job from others. Your company has a lot of ‘unknown experts’ but social HR will allow them to have a platform to share their expert knowledge with other employees.
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