Aliah Wright is a Manager/Online Editor for SHRM covering Technology & Business Leadership and Strategy Issues. She is author of the book, “A Necessary Evil: Managing Employee Activity on Facebook, Twitter, LinkedIn . . . and the Hundreds of Other Social Media Sites.”
ORLANDO, FLA.—When it comes to strategic planning, HR professionals have to move from being the reactive problem solvers within their organizations to being adaptive and proactive, Michael Wilkinson, managing director and founder of Leadership Strategies Inc., told attendees at the 2014 Society for Human Resource Management Annual Conference & Exposition session “Strategy! What Every HR Leader Should Know.”
Wilkinson told attendees his goal was to help them be able to:
Social media policies vary around the world, but they tend to have a few things in common: Most permit some form of monitoring what employees do on social media sites and balance business interests against an employee’s right to privacy. Some also include data protection considerations.
This is according to a new study, Social Media in the Workplace Around the World 3.0, by international labor and employment law firm Proskauer.
Companies perform better, have better employee engagement and experience higher degrees of productivity if their chief human resource officers (CHRO) and chief financial officers (CFO) have strong relationships.
According to the report The CFO & HR: Partnering for Performance, by Ernst & Young (EY), 80 percent of CFOs and CHROs say improving their working relationship led to the following accomplishments:
ADP, which serves 620,000 clients in more than 125 countries, revealed in a new study that 37 percent of registered mobile users access their pay information via mobile HR applications, compared with 23 percent who use desktops and laptops.
Let the games begin!
But don’t let your employees stop working because of them.
What will challenge chief executive officers in 2014?
Human capital and how best to develop, manage, engage and retain talent were among the leading challenges cited in a new survey of executives from more than 1,000 companies worldwide.
Social media is not on the list of top workforce trends for 2014. Mobile applications (apps) for work, however, are. In fact, they’re No. 1.
So said HR software developer PeopleMatter in a webinar it gift-wrapped just in time for the holidays called Naughty or Nice? Top 10 Workforce Trends and Whether They’ll Be Good or Bad for Your Brand in 2014.
Why mobile apps?
Want to be a chief human resources officer (CHRO)?
Get experience in a wide range of areas. Ask for what you want. Broaden your knowledge base of all HR specialties. Network and nurture relationships with your connections, and if you don’t know the answers, don’t be afraid to ask for help.
John Lasseter, best known for producing the films Toy Story, Finding Nemo, Monsters Inc., and The Incredibles, is chief creative officer at Pixar and Walt Disney Animation Studios.
But it wasn’t always so.
Did you know that 43 percent of companies block their employees from social networking sites, according to SHRM research? Yet, statistics show that by 2014, that number will drop to fewer than 30 percent.
The fear is that they’ll goof off on Facebook, look for jobs on LinkedIn, or Tweet something that could damage the corporate brand.
But nothing can be further from the truth.
Let’s look at some stats.
Experts say companies that aren’t using social media marketing techniques to find passive talent are behind the curve.
When it comes to attracting talent through social media, thinking like a marketer can be beneficial - especially when it comes to recruiting those who are the best at what they do, and who are happily doing it in their current jobs.
NEWSFLASH TO EMPLOYERS: Even if you block social media at your office, your employees will access Facebook, LinkedIn, Twitter and other social media platforms on their smart phones -- and the work will STILL get done...
People are positively buzzing about the Society for Human Resource Management (SHRM) 2012 Annual Conference, and a lot of it has to do with SHRM’s new Buzz website, http://buzz.annual.shrm.org.
But that’s not all.
A 67-year-old man was worried that his age would hurt his job search. So, says Jessica Miller-Merrell, SPHR, “he sent out a simple e-mail to five people and attached his resume. [The e-mail] read, ‘Hey, I’m looking for a job and here are four companies I’m interested in. If you have a relationship or connection there that could help me in my search, I’d really appreciate it.’ That one e-mail sent to five people led to an interview and a job,” she recalls.
