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Social Media and Employee Communications

June 13-14, 2013
This event has ended. Click Enter Event to view the archive.
Learn all you need to know about Social Media and Employee Communications using the latest Web 2.0 tools that enable people to connect on a massive scale by reading, authoring and reacting to content developed by others. You'll engage employees to new levels of communication that enable productivity and alignment with business results.

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Colleen Peck, IHR Facilitator - Social Media & Employee Communications/ Legal & Compliance - Managing Employer Risk(

Welcome to the Institute for Human Resources in Social Media and Employee Communications! Thank you to everyone for your participation and support. Join us over the next two days for our exciting lineup of speakers with many informative sessions covering the hot topics and trends surrounding the Social Media and Employee Communications community. This introductory session will give you an overview of the Institute for Human Resources – Social Media and Employee Communications certification program. The Institute for Human Resources (IHR) Social Media and Employee Communications certification program launched in July 2011 with a two-day virtual event and had presented virtual events typically on a quarterly basis thereafter.

The purpose of this session is to provide you with an update on the webcast topics and speakers that will be presenting over these two days. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the social media and employee communications space. You will also learn how to network with your peers by visiting the lounge.

All of these webcasts have been approved for HRCI recertification credits (the only exception being this introductory webcast). This short 15-minute webcast will provide you with complete information on what is required to obtain certification from the Institute for Human Resources.

Throughout this session we will:

- Introduce you to the Advisory Board
- Introduce you to the Institute and the Certification program
- Help you learn how to become an expert in Social Media and Employee Communications
- Offer an opportunity for YOU to host an educational session and educate your peers.
- Learn why this Institute is important to the Social Media and Employee Communications Industry and how you can contribute to its success.
- Share a calendar of future events so that members can pre-register now to add the dates to their calendars

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. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!

Patrick Blakesley, Recruiter, Coach, Speaker(The Blakesley Group)

Not sure if you have been paying attention to the news lately, but finding that needle in the haystack is becoming a lot harder. Not only do we need to find a needle, we have to find “the right” needle. Now that the economy is making its way back on track, more and more companies are hiring and more people are re-entering the job market. For those of us who hire people, that means that our jobs just got more difficult. Finding the right people to fit the right job is more challenging now than ever before.

We are going to show you how to find that “Right” candidate for that “Right” job by giving you our tools of the trade.

When this seminar is over, you will have an understanding of:

•       Emotional Intelligence and how it impacts the hiring process
•       What tools are needed for the process
•       How it all works together to move the candidate forward once they are hired

Hiring the right people, does not stop with the offer acceptance letter. Getting the new hire on-board quickly and providing them with a solid performance foundation is critical to success of that new hire.

In addition to three points above, we will also discuss getting the client, the candidate, and you through the first 90 days of the on-boarding process.

This section will include:
•       Using the tools in the hiring process to get your new hire off to a fast start
•       Keeping the new hire motivated
•       Building an atmosphere of accountability

For more information, please go to our website at

Barbara Fowler, Partner and CMO(Chief Outsiders)

This presentation is designed to give HR professionals some background knowledge on what is currently being done in companies utilizing external and internal social media sites for employees. We will discuss disperse and diverse work forces as well as contract and outsourced workers and how social media can be effectively used to communicate between them. We will cover tips and techniques on using social media to increase employee engagement and productivity. Barbara Fowler will also share some case studies in various industries and some software packages that are being used by different companies. Additionally, we will cover some research that has been conducted evaluating whether social media helps or hurts employee productivity and engagement. We will speak on both internal social media sites like Yammer, Bitrix24 and MANGO apps as well as external sites like Pinterest, Linkedin and Facebook. We will cover how to introduce social media and what checks and balances are needed to encourage use but discourage sharing of inappropriate content. We will cover some of the risks and rewards of using social media.
In addiiton to the above, Fowler will cover the use of surveys, commenting, and building mentorships through social media. She will share why cloud-based social media increases innovation, decreases frustration and leads to productivity gains. She will also share how executives need to get involved and participating in the media outreach if it is to be effective. There will also be a social media checklist for employees to get everyone up to speed on the current social media sites and which might be most useful for your business. Finally, she will give suggestions on how HR professionals can keep abreast of current social media trends.

Rebecca Wardlow, Social Media Strategy | Social Media Consultant | Social Media Training | Social Media Speaker | Social Media(Social Solutions with Rebecca Wardlow)

Google+ is a social media network and platform created by Google. We’ve all heard of Google and probably use it daily to search for products, services or answers to questions we may have. Google has created an arsenal of products, including: AdWords, Alerts, Analytics, Andriod, Apps, Blogger, Books, Calendar, Chrome, Docs, Earth, Gmail, Groups, Images, Maps, News, Offers, Picassa, Places, Play, Reader, Translate and YouTube. Google is in the process of bringing together all of these products so that you reach your customers no matter what they are doing online or where they are spending their time online. Google will soon become the place for social interactions and search, so why not get ready now?

Google+ provides businesses with an incredible set of tools allowing them to get closer to their customers. Learn how brands, companies, organizations, communities and other groups are creating their presence on Google+.

So, how do businesses maximize their impact in Google+? What’s the best way to use Pages? How should Google+ fit into business’ social media strategy and other online marketing? How should you use Communities to build a tribe. You will get answers to all these questions and more during this Google+ webinar!

During this webinar we will cover:
How To Get Started on Google+
Creating Your Google+ Profile
Finding People to Circle
Creating Your Google+ Business Page
Optimizing Your Profile & Business Page
How Google+ and YouTube work together
Engaging Customers with Google+ Hangouts
Share your passion with others in the Google+ Communities
Google+ Local and why it's important
Using Google Authorship to Stand Out in Search

Google+ provides businesses with an incredible set of tools allowing them to get closer to their customers. Learn how brands, companies, organizations, communities and other groups are creating their presence on Google+.

So, how do businesses maximize their impact in Google+? What’s the best way to use Pages? How should Google+ fit into business’ social media strategy and other online marketing? How should you use Communities to build a tribe. You will get answers to all these questions and more during this Google+ webinar!

You will learn:
How To Get Started on Google+
Creating Your Google+ Profile
Finding People to Circle
Creating Your Google+ Business Page
Optimizing Your Profile & Business Page
How Google+ and YouTube work together
Engaging Customers with Google+ Hangouts
Share your passion with others in the Google+ Communities
Google+ Local and why it's important
Using Google Authorship to Stand Out in Search

Ron Romanski, CEO & Chief Strategist(Preactive Marketing)

Social Media is here to stay. So have you created policies and procedures for how your organization addresses the use of social media? Do you understand the tools, their capabilities, and how each generation utilizes these social media tools? Should you be conservative, liberal, or moderate in your approach to policies and procedures?

Whether you personally use social media while at work or not – it’s important to understand what these tools do and how they could impact your culture, performance, and success. Social media is an invaluable tool to reaching out to customers and creating a connection with the brand. Utilizing social media in the workplace can yield similar results.

Join the 1-hour webinar “Let’s Get Social!” to learn:

1.       The different types of social media tools out there.
2.       Trends and statistics based on usage for each generation.
3.       Suggested policies and procedures for social media that will make millennial’s to baby boomers happy.
4.       How your organization’s culture could improve based on these policies and procedures.
5.       Examples of how a middle of the road social media policy can actually improve customer service and sales.

In order to manage this aspect of your job – you should experience the tool, and test it to learn how it can help your organization’s culture. So it is encouraged to tweet or post to Facebook questions, thoughts, or comments – before, during, and after the webinar to get the most out of this experience.

You’ll walk away from this webinar with a clear understanding of the power of social media and how your organization can benefit from creating a clear and concise social media policy - one that will make all generations and levels of leadership happy.

Natalie Stezovsky, Vice President(Influence & Co.)

As an employee, you understand that you are a direct representative of your company. But does your current professional online appearance show that?

From the outside looking in, individuals view a company as credible when they see that the employees are experts in their fields. To this end, it is important for employees to consistently build expertise around their knowledge base. But it’s more than just building out your social network platforms — they just help enhance the message.

As an Employee ask yourself - what else can I be doing on behalf of my company to increase their credibility? The written word is still very powerful — whether it is blog posts, interviews or full content articles that go live onto the company site.

Employees want to make sure that whichever avenue they choose, it is receiving positive attention from the right people. Employees should take advantage of their LinkedIn connections and build strong relationships. Take a peek at what a Google Search result shows. We know the downfalls of having too much personal information on our Facebook or MySpace pages. Creating a strong personal brand is the first step in helping to form a positive Corporate brand. As a Leader in your company, helping your employees utilize the latest social media tools to invest themselves into bettering their professional brand will only reflect the company in a positive light not only by the employees but by existing customers and future clients as well.

This presentation will explore how to have your Employees maximize their social media presence not only to enhance their own career development but to also further the Corporate Brand they represent. It will offer direction to HR Managers and Senior Leaders to enlighten your employees on what the Corporate Brand is so that they can link it with the development of their personal professional appearance.

Deborah Whitehouse, BCC, Consultant(Consulting for Growth)

At the intersection of the Social Era new business model and the traditional strategic leader, sits the 800 pound gorilla squarely in the middle of that ‘street’. It’s called Social Media. Only 10 years old, Social Media is already flexing its muscles by creating a whole new way of doing business. However, leaders worldwide are approaching this shift in business with a cautious attitude, even if the rest of the world is in full swing with Social Media. Because Social Media is in demand, according to a McKinsey & Company survey, organizations are indeed adopting social technologies – nearly doubling in 2011 since the survey began in 2008.

As important as that is, most companies continue to operate under the “command and control – process to output value chain” business model, which isn’t always “Social Media friendly”. The question is not IF, but WHEN, and HOW companies will give way to operating under the expansive, open and nimbler Social Era business model of the “3-C’s”: Connect, Collaborate and Co-create. How can C-Suite leaders make this transformation for themselves and their organizations?

Within the two realms of using social media: that of internal – employees and insiders, and external – customers and public stakeholders, in Brandfog’s CEO Surveys taken in 2011 and 2012, over 80% of CEO’s reported they believe utilizing social media can make the difference in attracting new talent, pleasing customers and attracting investors. Paradoxically, few C-Suite executives have consistently adopted using social media for either realm. In reality, many shy away given the risks to rewards value of using social media technologies; so adoption is not in full force.

With respect to using Social Media for external purposes, some leaders and companies have not leveraged the opportunities it provides to convert prospects or to connect with customers. In spite of Brandfog’s survey results, observations record that in general, C-suite executives are reluctant to use social media communications due to perceived risk factors and other reasons. Often, this creates a ‘disconnect’ amongst the leaders and their engaged employees or savvy customers.

However, for internal use, some leaders are finally showing a willingness to use social media technology for cross functional operations and administrative purposes, particularly for improving employee productivity and the quality of their performance. Clearly, though, with a range of only 5% to 20% of surveyed companies now implementing NEW technologies for certain purposes, strategic leaders have been slow in procuring and implementing these high impact tools (McKinsey & Co. survey, Nov. 2011). There’s plenty of room for growth in Social Media use, particularly for expanding the “3 “C’s” within organizations, worldwide.

This learning session will focus primarily on leaderships’ habits and uses of Social Media in general. We discuss their challenges and expectations of social media technologies and practices with their employees, customers and the bottom line. We will explore why it is necessary for leaders to endorse and use social media, and we will examine what social media skills leaders’ need in order to become better leaders in the Social Era.

We will cover:

· Leaderships’ relationship and use with Social Media technologies and how using social media can impact company success

· The 3 levels of leadership: Strategic, Tactical, and Operational, and the skills needed to be effective in all levels when using/implementing social media

· The different phases or growth patterns of an organization’s development and how social media can benefit/challenge them

· Suggestions regarding how HR can support their leaders in becoming transformational by adopting AND using these technologies

Eve Mayer, CEO(Social Media Delivered)

Facebook, Twitter LinkedIn and YouTube are changing how our world communicates. If you do all the right things but do them in the wrong places, social media will not grow your business. Many people go into social media looking to put "like with like". In other words they join networks filled with counterparts and competitors. Opposites attract - you need to go where your customers and prospects are! Believe it or not - there is an equation you can use to make sure your social media efforts convert into business. Measuring Social Media can be a challenge but not impossible. In fact, when you have 2 things - a specific goal in mind and a way to track your progress through clearly defined checkpoints, you can actually determine a return on your social media investment.

A vast majority of CEOs remain hesitant to embrace the new era of emerging media and continue to wonder if it’s possible for an organization to truly leverage these tools and grow their business as a result?

According to Eve Mayer’s book entitled The Social Media Business Equation™, the answer is a resounding YES! This seminar dispels common social media myths, and rather focuses on the logic behind using social media regardless of an organization’s size or industry. This presentation will give you the tools to understanding the "equation" and applying it to business practices. Eve will review several different case studies from a variety of small, medium and large companies like Lane Bryant, Mayo Clinic, and General Motors to exemplify how social media worked with their particular marketing scenarios. At the conclusion we’ll also review how a return on investment can be coordinated to engagement on social networks.

Jo Dodds, Social Media HR Consultant(Counterpoint Matters Ltd)

The HR profession is famous for 'navel gazing' about the profession and how to get influential enough to have impact on the business. I've always believed that it's not about the profession as a whole doing anything - it's down to each individual HR practitioner to create a position for themselves in their organisation and in the industry that enables them to have that influence and impact. Before the advent of social media it was much harder to do this and was a fairly lengthy process affected by many variables. In this social world, with the level playing field it creates, we have a massive opportunity to expedite this mission using the social tools that we now have at our disposal. And of course once we've cracked that and demonstrated our expertise in an area that is still a mystery for many businesses, certainly outside of the marketing department, there lies further opportunity for leading organisational development around the social opportunity.

The key to this is to create a personal brand whereby your audience - ie your peers, employees, senior managers, external contacts - see you as a thought leader, a 'go to person' in your area of expertise. Once you have developed that 'status', you will be in a much better position to influence in your role both within your organisation and externally. It's never been enough to just do a good job. It's always been about promoting yourself and ensuring that the right people can see that you are doing a good job. Social media is just creating an opportunity to do that more quickly and more effectively. Building your personal brand to be seen as an influencer and thought leader, internally and externally, is vital to help you to gain respect and support from your senior managers, peers, subordinates and external contacts, which of course stands you in good stead when implementing initiatives within your organisation, for getting involved with extra curricular activities and ultimately for new career opportunities in the future.

But please don't be concerned that this is all about talking about yourself and your achievements all the time and being described as 'self-promoting'. Jeff Bezos, the founder of Amazon, says that "your brand is what people say about you when you are not in the room". That quote gives some clue as to what we mean by personal branding and you don't want people saying that you are "always talking about yourself and saying how good you are" - clearly!

This presentation is about how to use social media to build your profile and brand as an HR Professional and thought leader in your organisation and industry.

Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on is reviewed and can qualify for an Institute for Human Resources credit.    The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert.   Each of’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.   For more information regarding the IHR Certification Program, please click here or visit:
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