New white paper from MidlandHR - social media in HR and its effect on organisations

Social media is set to transform the HR function, bringing huge opportunities to businesses willing to embrace social collaboration and its associated technologies in to their corporate cultures. This is according to Social Media in the workplace and how it is transforming the HR function, a new white paper from MidlandHR, a leading provider of talent management, HR and payroll cloud software and outsourcing services.

 The paper explores the changing boundaries of life and work and the different generational attitudes to social media and how that may challenge organisational efficiency. It also discusses how social media can now leverage business value, including ROI, to organisations as a whole as well as the individuals within them. One of the paper’s key recommendations is that business leaders need to consider the advantages that social media in the workplace could bring to their businesses, such as a more open culture that embraces sharing and learning.

 Commenting on the white paper’s findings, MidlandHR’s Chief Marketing Officer, Richard Thomas, said: “Emerging social media processes and tools can serve as a connective fibre that keeps employees engaged with one another, empowering them to achieve both personal and organisational objectives. As the number of remote workers increases across most modern organisations, building a culture of trust is becoming increasingly important, and social media can be used to enhance the employee experience whilst highlighting their priorities.”

 As well as exploring the pros and cons of social media in the workplace, the white paper goes on to discuss the specifics of social media in HR. It takes a look at how the advancement in technology and social media are already transforming modern HR functions, to what extent they are developing, as well as anticipating the trends that will shape the future of HR in the coming years. In particular, it takes a closer look at talent management processes such as recruitment, learning and development, performance management and succession planning.

Richard Thomas concludes: “Organisations need to understand the complexity and diversity of the expectations of a multi-generational workforce and how social processes can help address the challenge of identifying, attracting and retaining talent, particularly the younger generational members of the workforce.

“It is imperative that companies start to recognise the advantages that can be had when social collaboration is adopted within corporate culture and the benefits that it can specifically bring via the HR function. Through the constant innovation of our talent management, HR and payroll software and services, MidlandHR has the ability to provide forward-thinking clients with real competitive advantage through access to continuing developments in workforce analytics, social and mobile HR technologies.”

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