About the Author: Kyle is the HR Analyst at SoftwareAdvice. By day, he blogs about HR trends, technology, and best practices. By night, he’s the Relations Chair for Austin-based independent theatre company, PaperChairs.
When leaving home or the office, what are the must-have items you would never go without? Wallet? Got it. Keys? Yup. Your mobile recruiting application…? Well, sure! Today’s anytime-anywhere mobile access is changing the way we do business. You see, with the right apps and tools, users can manage any number of human resources and workforce management processes from their mobile devices.
It’s official: HR technology developers are working full throttle to bring new solutions for hiring, managing the workforce and tracking HR to the mobile market. Many of the mobile tools currently on the market in our industry are focused on recruiting and talent management. Thankfully, we’ve begun to see applications cropping up that give business owners the ability to access highly valuable data on the go. Based on functionality, ease of use, and downright coolness, there are a few mobile tools that rank amongst my favorites:
Tagged as:
#mobileHR,
#socialHR,
hr,
mobility
Original Source
: The Power of Employee Engagement
Engaged workers produce more, make more money for the company, and create emotional engagement and loyal customers. They contribute to good working environments where people are productive, ethical and accountable. They stay with the organization longer and are more committed to quality and growth than are the other two groups of not-engaged and actively disengaged workers. How do they do so?
- Employees have a strong relationship with their manager
- They have clear communication from their manager
- They have a clear path set for focusing on what they do best
- They have strong relationships with their coworkers
- They feel a strong commitment with their coworkers enabling them to take risks and stretch for excellence
Engaged employees tend to get the least amount of focus and attention from managers in part because they’re doing what they are needed to do. They set goals, meet and exceed expectations and charge enthusiastically toward the next tough task.
Tagged as:
Employee Engagement,
hr,
leadership
As we have adopted social media into our organizations, we’ve seen many instances where it has become necessary to discipline employees because of their behavior on social networking sites due to the negative light that behavior has shed on a company. It goes without saying that because of these behaviors, companies have scrambled to draft social media policies to minimize these occurrences and to manage employee performance overall. In many circumstances, actions and policies are put into place to protect the employee as much as the company.
But aside from social behavior, social feedback is another component of social media that is becoming a growing trend in its impact on performance management – using the comments and / or criticisms a company receives on social networking sites to manage performance.
Tagged as:
compliance,
hr,
performance management,
performance review,
policies,
social feedback,
social media policies
I’m researching for my upcoming presentation at the Conference Board’s “Social Media and HR” conference, and I came across this great post. I thought I would share it here. If you plan on attending the Social Media and HR conference, please let me know! I’d love to connect in person.
Enterprise social networking tools heighten business collaboration, but they also introduce new risks and challenges. In the absence of an aggressive, risk-based approach to HR and compliance regulations, business social networking tools – whether private or public – could put your enterprise in jeopardy.
Tagged as:
compliance,
hr,
legal,
policies,
social media policies
Research commissioned by Microsoft in December 2009 found that 79 percent of United States hiring managers and job recruiters surveyed reviewed online information about job applicants.
Most of those surveyed consider what they find online to impact their selection criteria. In fact, 70 percent of United States hiring managers in the study say they have rejected candidates based on what they found.
Review the results of the survey to see how online reputations impact people’s lives. The research comes from interviews with over 1,200 hiring and recruitment managers and 1,200 consumers in the United States, the U.K., Germany and France.
The results of the research reveal what you post on the Internet and what people post about you can affect your professional life.
Monitor your online reputation
First, find out what information is already on the Internet and assess the impression it leaves on people.
Tagged as:
data privacy,
hr,
microsoft,
online reputation,
Recruiting,
recruiting,
social media
