Social Media and Its Impact on Human Resource Management…..

                         


    

 Relationship between HRM and Social Media

The relationship between Human Resources Management (HRM) and Social Media has become increasingly important in recent years. HRM is responsible for managing the workforce and ensuring that the organization has the necessary human capital to achieve its objectives. Social Media has emerged as a powerful tool for HRM to attract and retain talent, engage with employees, and manage the employer brand.

 (Kaplan & Haenlein, 2010) describe Social media as a set of digital tools that rely on the ideological and technological foundations of Web 2.0 and facilitate the creation and dissemination of content by users. Social media platforms, including Facebook, Twitter, LinkedIn, and YouTube, are now central to HRM processes like recruitment, selection, and employer branding. Companies can leverage social media to post job listings, interact with potential job candidates, and highlight their organizational culture.

  

Advantages of Social Media in HRM

          

                      


         Many advantages can find in social media on HRM practice, and several of them   can describe briefly as,

Ø Increased Reach.

Social media platforms such as LinkedIn, Facebook, Twitter, and Instagram have large user bases, which provides a wider audience for HR professionals to reach potential job candidates.

Ø Cost-Effective.

Posting job vacancies on social media is often free, or costs significantly less than traditional job advertising methods like print ads or billboards.

Ø Speed and Efficiency.

Social media allows HR professionals to quickly and easily communicate with candidates and conduct interviews online, which saves time and reduces the need for in-person interviews.

Ø Enhanced Employer Branding.

Social media is an excellent platform for showcasing a company’s culture, values, and employee experience, which can attract high-quality candidates who align with the company's mission and values.

Ø Better Candidate Assessment.

Social media platforms can provide HR professionals with valuable insights into a candidate's interests, skills, and background, which can help assess the fit for the company culture and the position requirements.

Ø Improved Communication.

Social media provides a convenient way for HR professionals to communicate with employees, provide updates, and share company news and events.

Ø Employer Branding.

Social media can also be used to showcase the organization's culture and values, helping to build a positive employer brand.

 

According to (Cascio and Montealegre, 2016) social media can be used to create a sense of community and engagement with employees, as well as to communicate the organization's mission and values to potential candidates.

          On the other hand, (Awana, 2018) confirms Social media simplifies and enhances the recruitment process for companies by allowing HR managers to post job openings and attract potential candidates through social media platforms. It also enables companies to assess candidates' cultural fit by reviewing their social media profiles.

 

Disadvantages of Social Media in HRM

                    


As advantages, social media can create several disadvantages for HRM too. Several can find as,

Ø Privacy Concerns.

Social media can expose personal information about candidates and employees that may not be relevant to the hiring process, and may also lead to potential privacy violations.

Ø Legal Risks.

Social media can present legal risks if HR professionals use social media to discriminate against candidates or employees based on protected characteristics such as age, race, gender, religion, or disability.

Ø Inaccurate Information.

Social media may not always provide accurate or complete information about a candidate or employee, which can lead to misjudgments or hiring mistakes.

Ø Time-Consuming.

Managing social media accounts and monitoring online activity can be time-consuming and may distract HR professionals from other important tasks.

Ø Social Bias.

Social media can be influenced by social bias and may lead to unconscious biases in the hiring process based on factors such as education level, appearance, or social network.

Ø Cybersecurity Risks.

Social media can also present cybersecurity risks, including phishing scams, social engineering attacks, and data breaches, which can compromise confidential employee information.

  

(Gani, 2018) describes a disadvantage of social media on HRM as employees' online actions can pose a security risk to organizations, as visiting social networking sites can expose company networks to malware. Employers should educate workers about the risks of downloading applications, clicking on suspicious links, and sharing personal information online.

                                  

Conclusion

The relationship between HRM and Social Media is complex and multifaceted. Social Media has the potential to transform HRM by providing new tools and platforms to attract, engage, and retain talent. However, organizations need to be aware of the risks and challenges associated with the use of social media and take appropriate measures to mitigate them. HR managers need to stay up-to-date with the latest developments in social media and adapt their practices accordingly to ensure that they can leverage their full potential.

References:

Awana, S. (2018) Social Media and Its Impact on Human Resource Management a Review. Journal of Management, 5(6), 2018, pp. 104-111. Available at: http://www.iaeme.com/jom/issues.asp?JType=JOM&VType=5&IType=6 [Accessed 4 April 2023]

Cascio, W. F., & Montealegre, R. (2016) How technology is changing work and organizations. Annual Review of Organizational Psychology and Organizational Behavior, 3(1), 349-375. Available at: https://www.annualreviews.org/doi/full/10.1146/annurev-orgpsych-041015-062352 [Accessed 4 April 2023]

Gani, R. (2018) The impact of social media on human resources management. Journal of Emerging Technologies and Innovative Research, 5 (4). Available at: https://www.jetir.org/papers/JETIR1804038.pdf [Accessed 4 April 2023]

Kaplan, A.M. and Haenlein, M. (2010) Users of the world, unite! The challenges and opportunities of social media. Business Horizons, 53(1), pp. 59-68. Available at: https://www.sciencedirect.com/science/article/pii/S0007681309001232 [Accessed: 4 April 2023]

 

Image 1

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Image 2

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Video

https://www.youtube.com/watch?v=Nb9GfRJEVZk

 



Comments

  1. George Bertus6 April 2023 at 03:47

    HR managers can use social media to make the recruiting process easier and more successful by posting job openings on all company social media sites, making it easier for the company to get notice out to the public and for candidates to apply. Companies are also seeing more success using social media to recruit new employees, as they can browse the social media sites of potential candidates to determine if they fit in with the company culture.

    ReplyDelete
  2. Tharanga Jayasundara6 April 2023 at 10:32

    Using social media for business purposes is one of the largest benefits for human resource managers since it streamlines and improves the hiring process for the organization. All of the business's social media platforms allow HR managers to post job openings, along with links to the listings on the website.
    Good Article !

    ReplyDelete
  3. Tharanga Wanigasundara21 April 2023 at 03:04

    Social media also poses some risks and challenges to HRM, including the potential for discrimination, privacy concerns, and the blurring of personal and professional boundaries. Therefore, organizations must use social media carefully and thoughtfully, and develop policies and procedures to guide its use in HRM.
    Well done.

    ReplyDelete

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