- Social media and human resource management
- Mainiero, L., & Jones, K. (2013). Workplace Romance 2.0: Developing a Communication Ethics Model to Address Potential Sexual Harassment from Inappropriate Social Media Contacts between Coworkers. Journal Of Business Ethics, 114(2), 367-379.
- The authors of the article mainly analysis the data presented by other authors in order presents his argument on how social media play a role in advancing the workplace romance. In addition the authors also present two cases where the social media played a role in facilitating workplace romance. The article examines the ethical implications from the workplace romance that subsequently may turn into sexual harassment. In relation to this the authors notes that the fear for sexual harassment is one of the major reason why the human resource managers discourages workplace romance. The authors also note that the misuse social media technology such as Facebook may lead to creation of a hostile working environment for the employee since it may impact the behavior of the employee in the workplace. Moreover the authors of the article recommend some of the ethical models that need to be implemented in order to prevent the negative effects due to in appropriate social media contacts. Finally, the authors of the article suggest that the human resource manager needs to ensure that they communicate to the employee the various ethical rules regarding the use of social media.
- Singh, R. (2011). Social Media: It's about Engagement. Journal Of Corporate Recruiting Leadership, 6(1), 14-16.
- The author of the article mainly uses his personal experience to provide information on how the human resource manager can use social media to engage their employee. This is because the author had previously worked in product management control in several companies. In addition to presenting his view on the author also analyses some of the recent studies regarding the use of social media in an organization. In this article the author begins by looking at the basic idea behind the use of the social media in an organization where he notes that the social media can be used be used to advertise vacant positions. In this case the author first notes that the employers nowadays are using the social media to monitor candidate after they are hired. With regard to engagement the author notes that the human resource managers can use the talent communities in order to engage their employee in the recruitment of a new employee.
- Cain, J. (2011). Social media in health care: The case for organizational policy and employee education. American Journal Of Health-System Pharmacy, 68(11), 1036-1040
- In this article the author mainly analysis the data collected from other source in order to present some of the challenges that the social media may bring to the human resource manager in the health care setting. The author first notes that there has been an increase in the use of the social media especially Facebook and the twitter however he notes that many pharmacy and health care may lack good judgment on how to communicate and present themselves in the social media. With regard to the problems that social media may pose to the human resource manager the author notes that they include issues regarding to productivity where the employee spend most of their time on the social media. The author also notes that there is need for the human resource manager to advice the employee on the privacy issues when posting material in on the social media. In addition the author also notes there is need for the human resource manager to ensure that they train their employee on ethical issues with regard to the use of social media in the health care. Finally the author conclude the article through indicating that there is need for human resource manager to ensure that they develop institutional policies on the use of the social media.
- Barron, D. L. (2012). Social Media: Frontier for Employee Disputes. Baseline, (114), 14.
- In this article the author mainly uses his experience as labor and employment attorney at O’Connors Houston office to write on the various employee disputes that the human resource manager may be forced to deal with due to the misuse of the social media. At the beginning of the article the authors notes that ten years ago the employee had to learn to adapt to the policies that related to the internet and email however the author notes that nowadays the employee must learn to adapt on the policies relating to the social media. The author notes that the human resource manage need to be prepared to deal with the problems related to the employee face with regard to the social media. In this case the author argues that the employee may face textual harassment and cyber-bulling. In addition the authors also argue that the human resource manager must be prepared to deal with issue related to supervisors befriending their subordinates on the social media. The author finally notes that there is need for the human resource manager to ensure that they advice their employee on the type of materials they post in their own pages.
- Madia, S. A. (2010). Why Shifting Efforts to Social Media Is Smart Strategy for 2011. Journal Of Corporate Recruiting Leadership, 5(10), 12-13.
- In this article the author present some of his views on why shifting effort to social is smart strategies. The author has gained experience in matters relating to the social media since she is the director of communication, external affairs in University of Pennsylvania. Moreover the author also uses data presented by other marketing organizations. First the author notes that the social media has widely been used by the human resource managers in the recruitment of new employee. In relation to this the author note that the human resource managers need to hire candidates who have social media footing in order to boost the company image in the social media. The author also indicates that the human resource manager must ensure that they explain to the employee the company social media policies. Most importantly the author concludes the article by stressing on the important of the human resource manager reviewing their social media status to ensure that the company is able to prevent any negative posting which may affect the organizational image.
- 7 elements of a social media policy that limits your liability. (2010). HR Specialist: New Jersey Employment Law, 5(6), 6.
- In this article the author’s presents some of the elements of that can help to limit the liability of an organization. The authors’ first note that the social media can help an organization to collect industry based knowledge, reach out new customers and build their brand. With regard to reducing liability the author notes that there is need for the human resource manager to ensure that they use the social only for business related issues. In this case the organization should aim at ensuring that they providing guideline on how the employee should associate with company. Second the author’s notes that there is need for the human resource manager to ensure that he informs the employee on the information they need to consider as confidential when dealing with the customer. The third point that the authors notes is the fact that the human resource manager need to ensure that restrict the language that is used by their employee on the company official social media page. Other important issue that the author of the article explains is the fact that the human resource manager needs to implement policies that govern content approval and disciplinary process to be followed in case an employee violates the social media policy of a company.
- Nash, K. M. (2009). Social media in the workplace: New technology, old problems. HR Specialist: Employment Law, 39(10), 7
- The author mainly users her experience on the practice of the employment law in order to comment on how the social media may influence employee in the work place. At the beginning of the article the author’s first notes that the social media provides a good avenue for the business to communicate directly to the public although there are some legal issues that must be put into considerations. In relation to this the author presents some of the risks that the human resource manager need to need to put into consideration. In this case the authors argue that the human resource manager needs to worry about the statements that the employee releases in the social media. Finally the author of the article presents some of the possible methods that the human resource manager can use in order to prevent the possible potential risk that the organization is likely to face. The author therefore proposes that the human resource manager need to develop a written policy regulating the use of the social media. Most importantly the author argue that there is need for the human resource managers to ensure that they train and enforce policies on the use of social media.
- Hawkesby, M. (2011). virtual darwinism: employees' use of social media and employment law implications. Human Resources Magazine, 16(2), 24-25.
- The author of this article mainly uses his personal experience in employment law consultant to present his ideas on the use of social media and employment law implication. In this introductions part the authors notes that the social media is here to stay and hence the need for the human resource manager to know how to manage disciplinary cases with regard to its use. In relation to this he first quotes some of the behavior of the employee that may raise concern with regard to use the use of the social media. In this case the author notes that time wasting and loss of productivity are some of the adverse side effect of the social media. In addition, the author notes that the improper use of the social media may result into the employee misconducts. The author then finally notes that there is need for the human resource manager to ensure that he develops policies governing the use of the social media in the work place.
- Davis, A. (2009). They're Just Not That Into You: Can Social Media Revitalize Employee Communication?. Public Relations Strategist, 15(2), 20-22.
- In this article the author mainly uses data from different survey that have been carried out with regard to the social media. In addition the author uses he person experience as the CEO of Davis & Company to present idea in the article. In this the introduction part the author notes that the human resource managers need to ensure that they realize that the old system of communication is no longer working hence the need to embrace the social media as new communication method. With regard to the social media the author notes that proper use of the social media can help to ensure that the employee feel connected to the organization. The author also notes that the social media can also be used to solve business problem since it can be used an organization to reach out to its customer in order to explain to them any product that the company wishes to introduce into the market. Moreover the author notes that the human resource manager can use the social media in order to meet out the need of their employee since it forms a good platform where they can be able to air their grievances. In the concluding remarks the author notes that there need for various organization to ensure that their social media is working in line with the company policies.
- Rose, J. (2013). How the customer experience revolution is changing the role of HR professionals. Human Resources Magazine, 18(1), 22-23.
- In this article the author mainly uses her experience as communication advisor to comment on how the customer experience revolution is changing. At the beginning of the article the author first notes that the various organizations are nowadays relying on the online forms of communication as their only source of communication. However the author presents a strong argument that despite the increase in the growth of the social media there need for the human resource manager to ensure that maintain the balance between the online and personal interactions. In relation to this he argues that there is need for the human resource manager to embrace the interpersonal communication based on face-to-face contact. In his concluding remarks the author argues that various organization should embrace the use physical communication since it is the most effective and influential form of communication.
- References
- Mainiero, L., & Jones, K. (2013). Workplace Romance 2.0: Developing a Communication Ethics Model to Address Potential Sexual Harassment from Inappropriate Social Media Contacts between Coworkers. Journal Of Business Ethics, 114(2), 367-379.
- Singh, R. (2011). Social Media: It's about Engagement. Journal Of Corporate Recruiting Leadership, 6(1), 14-16.
- Cain, J. (2011). Social media in health care: The case for organizational policy and employee education. American Journal Of Health-System Pharmacy, 68(11), 1036-1040
- Barron, D. L. (2012). Social Media: Frontier for Employee Disputes. Baseline, (114), 14.
- Madia, S. A. (2010). Why Shifting Efforts to Social Media Is Smart Strategy for 2011. Journal Of Corporate Recruiting Leadership, 5(10), 12-13.
- 7 elements of a social media policy that limits your liability. (2010). HR Specialist: New Jersey Employment Law, 5(6), 6.
- Nash, K. M. (2009). Social media in the workplace: New technology, old problems. HR Specialist: Employment Law, 39(10), 7
- Hawkesby, M. (2011). virtual darwinism: employees' use of social media and employment law implications. Human Resources Magazine, 16(2), 24-25.
- Davis, A. (2009). They're Just Not That Into You: Can Social Media Revitalize Employee Communication?. Public Relations Strategist, 15(2), 20-22.
- Rose, J. (2013). How the customer experience revolution is changing the role of HR professionals. Human Resources Magazine, 18(1), 22-23.
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