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Welcome to the Institute for Human Resources (IHR) Social Media and Employee Communications! Thank you to everyone for your participation and support thus far in this fantastic IHR Initiative. This event is part of our second year with the Institute and will be the second event in the series of four.
We are delighted with our speakers and attendees thus far! Find out what we have been up to and what we have accomplished these past few months. Join Colleen Peck, IHR Community Facilitator for HR.com’s Institute for Human Resources in Social Media and Employee Communications, as she takes a look at what has been happening within the Institute for Human Resources within the last few months.
During this short 20-minute session Colleen will take a quick glance at the Institute for Social Media and Employee Communications thus far: review the certification program – have you signed up yet? (we have made additions to our Product Road Map!), provide important links and information and get an update on the hours accumulated with the Social Media & Employee Communications Institute to date. Find out what you have missed, and take a look at what is coming up for the following year. Throughout this sessionwe will: • Introduce you to the Advisory Board • Introduce you to the Institute, the Certification program and the eLearning initiative • Introduce you to what’s up and coming at HR.com • Help you become an expert in Social Media and Employee Communications. Learn why this Institute is important to the Social Media and Employee Communications Community and how you can contribute to its success. If you are new to the Institute for Social Media and Employee Communications, this introduction will cover not only our past accomplishments, but explain why you should continue to participate and be a part of this community. For those with questions regarding the Institute and its content, this is your chance to share your ideas.
During this webinar Chris Dessi, author of "Your World is Exploding: How Social Media is Changing Everything and How You Need To Change With It" will reveal strategies used by successful social media marketers. He'll share case studies and best practices showcasing how businesses and individuals are delivering social media marketing results. Attendees will discover easy techniques for guaranteed engagement in social media. .Chris will focus on the strategy and execution of growing your community in social media. Attendees will learn tips and techniques to use in social media that are for the benefit of their community. These activities and content, if done correctly, will greatly assist in achieving critical mass within your community as well as grow the number of brand ambassadors. It is vital to achieve a delicate balance of consumer focused content and promotional messages. This seminar will teach you how to provide content that allows your community to sell your products and services for you. Chris will assist the group with defining a social media brand strategy for their business. To help facilitate ideas and strategy, we will review 2-3 mini case studies of brands executing a successful strategy within social media. The businesses featured in these case studies will vary in business types to provide the group with a wide range of possibilities. The session will cover the following:
What is social media?
a. Why is it important?
b. Why is it powerful?
c. Can it hurt/help my business?
d. Getting started
e. Which social places should I be in?
Do you already have a social media & digital team? If yes, who do they respond to?
If the answer is anything other than the CEO, this session is for you. Exactly like the IT department has outgrown the role it played 20 years ago under the Chief Operations Officer, social media & digital media have outgrown marketing, IT or sales.
Is it time for your company to have someone responsible for social media and digital on your board of directors?
Since Facebook has reached over 1 billion users and all the big social networks like Twitter, LinkedIn, YouTube, Google +, Foursquare, Pinterest and Instagram have over 100 million users, a lot of senior executives are asking this strategic question: do you need a senior executive responsible for successfully leveraging social media and digital media for your company?
We have done an in-depth research to answer three key questions you may have about the role of social media and digital media at the board level:
1. Do you really need someone dedicated to this area on your board?
2. If you do need someone for this position, who is the perfect candidate?
3. Once you have hired someone for this new role, how do you measure the success of your investment?
In this session, you will get the answer to these three questions so that you can help your board make the right decisions when it comes to hiring someone responsible for social media and digital media.
Richard Cullen, ex-General Manager at VISA Europe said, during one of our interviews for this research, "five years ago people thought Twitter was a bunch of bird spotters. Today, if you're not on Twitter and understand it, your business could be dead while you're thinking about it. Embrace media… and all the media available to you".
You will get insights from the research we have conducted with leading experts in the social media world with the likes of Delphine Remy-Boutang, ex-World Wide Social Media Director at IBM and Minter Dial, ex-Managing Director at the L'Oreal Group and founder of a Digital Innovation Agency.
The way your employees see the world is not actually how the world is; our perception is not reality. The more your employees understand that, the more choices they have in how to deal with different situations and what happens to them, their team, and the company.
You know that people take decisions based on what they believe to be the best way to achieve success. But how do you know what your employees believe about success, and how do their beliefs affect your company's performance?
You have certainly use several tests to measure people: you may have used Belbin for the team roles, as well as many of the different yellow-green-red-blue personality tests.
When we manage talents, we want to understand how people think because we know that it is the key to high performing individuals as well as high performing teams. This is the reason for which we have developed a model to understand people's business beliefs.
Social, Organisational and Psychological (SOP) Technologies are a series of business beliefs than can be used as "lenses" to look at a situation in a different way. Some lenses allow us to see the infinitely small like microscopes and others allow us to see the big picture like telescopes.
In this session, we will explore how to use these SOP technologies to better understand how individual employees take decisions as well as how to give them the tools to make better decisions because, as the father of the hierchy of needs, Abraham Maslow, said:
"￼If the only tool you have is a hammer, you tend to see every problem as a nail"
Imagine a tool that simplified internal communications, boosted employee engagement, and improves corporate culture all with the click of a button. Enter internal social networks. Enterprise social networks are transforming organizations from the inside out. Employees across the board can collaborate easier, faster, and in a more contextual fashion than traditional approaches.
For Human Resources in particular, getting employees on-boarded can take weeks or sometimes months, but with the pace business moves today, you need to get employees up to speed as quickly as possible. How can you leverage enterprise social networking to connect employees to the right information and people in context to accelerate their on-boarding experience?
Private social networks can also help dissolve top-down management flattening the corporate hierarchy to ensure employees feel empowered. This more democratic approach has proven to boost employee satisfaction, morale, and ultimately, employees’ overall engagement.
These internal social platforms are also a great arena to give employees their voice through surveys and polls, get feedback and suggestions and have an overall better understanding of how employees are reacting to new policies, changes they’d like to see, or just general comments they have for the organization.
Private social networks improve internal communications and have had a profound impact on organizational culture and HR efforts. In this session you will gain deeper insight into how internal social networks facilitate motivation, boost morale and increase the efficiency of your HR organization. Learn:
• Tips to flatten your organization by empowering employees
• How amplifying rewards and recognition directly impacts employee satisfaction, productivity and happiness
• Creating a frictionless onboarding process to get new employees up to speed faster
• Localizing HR to streamline organizational processes and HR communications
• How empowering employees boosts morale and engagement in the workplace
Get real-world examples of how HR organizations are leveraging internal social networks to improve onboarding, communication and engagement everyday.
The main reason that employees leave organisations is because of lack of recognition. Employee recognition programmes have been part of our business world for a long time. They can help to improve employee retention and morale by giving employees a sense of belonging and encouraging them to engage with the organisation.
These programmes rely on motivated participation by employees. Without actual recognition any recognition programme, however well created and implemented, will fail.
Traditionally when implementing recognition programmes it has been a challenge to encourage momentum and create engagement with employees, particulary in relation to the aspirational organisational goals that are usually behind a recognition programme.
There has often been an emphasis on monetary and physical reward in recognition programmes, with nominiations from senior management or at least facilitated by that level. And often there is an 'awards ceremony' of a greater or lesser extent at a time interval from the actual actions that created the nomination. This can often disassociate the reward from the action sufficiently to remove some if not much of the value of the recognition.
In this session we will be showing you how you can use a social media inspired recognition programme to encourage timely participation across the organisation at all levels, increase recognition and to successfully reinforce company behaviours.
The case study we will be sharing with you explains how one organisation of 25,000 people, with half of its employees field based implemented an online, facebook style recognition platform that has prompted literally tens of thousands of items of recognition since its launch in June 2012
We will be sharing with you:
* Why this method was chosen for the scheme
* What social media tools were adapted for the scheme
* How the programme was successfully implemented
* Results so far, which have far exceeded expectations at this stage
Human Resources is coming into its own as being a change agent within companies. Setting standards, providing efficiencies, changing culture, and being a leader within the organization requires new, cutting technology. But what, when, where and how can be a daunting task for any HR leader. And as technological capabilities open up the borders of our companies to interact globally, one of the critical questions facing HR is the use of Social Media and Collaboration. Social Media continues to grab the headlines in the Recruiting arena through connections like FaceBook and LinkedIn, but it may offer substantially better returns in other areas of Human Resources.
What do we use, how do we communicate the change, what objectives might we have in place to measure success, what are the considerations, how are others using the software, are there any concerns?
In this session, we will examine the strategic and tactical questions that should be addressed prior to committing to social media initiatives. From that foundation, we will examine the strategic advantages social media may offer, review the potential areas of concern, discuss a structured approach to considering launching a social media initiative in your company , and we will explore the anecdotal benefits that accompany the use of social media and the technologies supporting this new communication device. .
Join your peers for an interactive session to learn how your company can leverage this “technology buzz word” and make inroads on instituting a new and dynamic culture and technology to support the business.
We are The BAD BAD Apples! Our mission: To encourage others to achieve in creative ways. Combined, we have more than twenty five years of experience coaching individuals and organizations. We have assisted thousands of students and professionals on their road to personal and professional success.
We challenge individuals to achieve success in their personal and professional lives. Our message is simple and clear, “Being B. A. D. is the key to success!” You must have Belief, Action and Determination! We provide the Knowledge Seeds that Build And Develop the skills of professionals, students, staff and volunteers. Work can be a chore or a challenge that others celebrate. The choice is yours. Everyone desires the sweet taste of success.
We feel individuals are just like apples. They have value and they have impact. They grow when provided a rich environment and proper nourishment! They can produce amazing things when provided with a rich environment to GROW!
With the proper attitude, anything is possible! We will take you and your organization from ordinary to extraordinary! Experience why being B. A. D is a way of Life!
In this webcast session, participants will:
- Discover their significance in the work environment
- Examine the Three stages of a Dynamic Employee
- Encounter the Three characteristics of Progress
- Construct a Five-step battle plan for personal and professional success.
Our mission is "encouraging others to achieve in creative ways". Work can be a chore or a challenge worth celebrating. The choice is yours! Experience why being B. A. D is a way of Life!
Advances in electronic communication and social media have changed the face of the American workplace. This audio conference will shed some light on this subject and help prepare employers for what they need to know regarding electronic privacy law and monitoring of employee communications including monitoring of social media sites. Learn what you as an employer can and cannot do with regard to monitoring your employees electronic communications as well as how to protect your organization from liability for violation of right to privacy claims. Understand the federal laws that govern employer monitoring of employee electronic communications. Learn top tips for drafting electronic information policies that will protect your organization.
What You Will Learn in this Audio Conference:
· How to avoid violation of right to privacy liability
· Requirements for employees to allege a violation of the right to privacy
· Whether employees who text and e-mail at work have a “reasonable expectation of privacy”?
· Considerations that may affect your liability such as whether your electronic systems policy specifies that you may be monitoring private password-protected e-mails employees send over your servers
· What does “reasonable expectation of privacy” actually mean
· How to ensure that your employees do not have a “reasonable expectation of privacy” for workplace electronic communications
· How to draft social media policies and electronic communication policies that put employees on notice that these communications will be monitored
· Tips for avoiding liability under the Federal Stored Communications Act and the Electronic Communications Privacy Act
· Analysis of the latest case law on privacy in workplace communications including an in-depth analysis of the Quon, Stengart and Houstons Restaurant cases
Whether we're prepared for it or not, today's reality is that we are all our own personal brands. Whether you're on LinkedIn, Facebook, or Twitter, how you represent yourself on these platforms (or not) projects an image about you and the company you represent.
A growing trend in the corporate world is for employees to be given some measure of freedom to maintain their personal brands within the work environment. Whether it's a policy to allow your employees to update Facebook during work hours or encouraging staff to use their own social media profiles to interface with customers and clients, evidence suggests that the new phenomenon of "co-branding" is not only a good idea, it's a must-have for corporations to succeed in an increasingly social business world.
As an HR professional, here are some questions about personal and co-branding to consider:
• Should you allow employees to maintain their own personal brands in a work environment?
• Does your own personal brand reflect the right things about you and your organization?
• Does your organization or encourage co-branding between itself and its employees in order to cast a wider social net in an increasingly social world?
On the hiring side, today it's just as likely that your potential hires are Googling you to find out more about your company and your role within it. Some of the best potential hires are researching and making strategic social media connections with individuals who are also co-branded with the organizations they wish to work for. Savvy job seekers know how to find the best companies and make informed decisions about where they want to end up before they even submit a resume.
Conversely, a job applicant's existing personal brand can also be an important factor in deciding how that individual will fit within your organization. This raises a number of questions to consider:
• Does the potential employee already have a large social media following and a strong personal brand?
• What impact will that have on your corporate brand?
• How can you leverage co-branding to attract the most desirable candidates, and capitalize on the existing personal brands of your future employees?
The days of employees checking out of their corporate personas at 5 o'clock on are over. However, you need not fear the blurring of the lines between one's professional and personal brands.
In this session, we will answer the questions posed above, provide specific examples of effective co-branding, and demonstrate how a mutually beneficial policy of co-branding between you and your employees can be implemented and encouraged within your organization.
Businesses, solo-entrepreneurs, authors, and individuals alike are finding blogs a useful tool for educating and engaging readers. HR professionals can add this exciting social media tool to their tool bag and as a way to:
• Produce handbooks and other published material
• Tie into social networks
• Increase visibility
During this session you’ll discover how and why to blog and the many ways you can use a blog to reach employees and customers as well as to work smarter, not harder. Additionally, you’ll learn how to integrate social networks and blogs in the most effective manner. You will learn:
• how to use a blog as an employee communications vehicle. You can not only speak to employees with pertinent posts, but you can also elicit employee engagement by featuring employees on the blog and getting them to write for the blog and comment on it as well.
• how to write a book, handbook, or other useful employee communications, HR, or company resource right on your blog, so the blog does not end up becoming a source of more work but rather a way to more efficiently get your work completed.
• how you can take your blog posts and tie them into other social media your company is already using—or should be using—such as Facebook pages, Pinterest boards, LinkedIn groups, and Twitter accounts.
Used correctly, a blog can be the center-point to all your HR activities, including filling positions internally and externally. It allows communication to happen within your company in a more immediate fashion and in a manner that feels open and welcoming, top down as well as bottom up and even opens the door to the outside world if you like.
There has never been a better time to break the mold when it comes to internal communications and enterprise social networking, and the possibilities are endless when you use practical gamification as your foundation for employee engagement. During this session, Jeremy Henderson, Chief Client Partner at Jungle Red Communication, and Amelia Merrill, VP of Talent Acquisition and Employee Engagement at RMS will present how they broke the mold and rolled out a trading card contest that inspired employees to embrace the company's new brand, values, management philosophy and history, while helping them to become highly aware of the future state of the business.
This is a case study in the practical world of innovative employee engagement, but a case study that will knock your socks off. Not only will you have the opportunity to see how they did it, but you will learn so much more and see how just one simple game--when done well--can end up positively affecting how you hire, orient and manage people, as well as fuel the ability for employees to adopt change in a more efficient manner. The opportunity to take one simple game and drive massive change in your organization is unlike what you would get from only having communications that drive change, or just pushing forward a training program, or even just asking your leaders to get out there and talk about why any change is important in your company. The possibilities with gamification are endless, as are the outcomes of what it can do for you and your organization.