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Social Media and Employee Communications

September 12-13, 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. Attend the workshops from your desk!

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
Steve Quinn, Sales Rep(

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! -

Elizabeth Lupfer, Director, Communications and Employee Engagement(BAE Systems, Inc.)

The HR portal is the hub of all employee activity and transactions; where employees go to manage money, career, life events, and health. Taking your intranet to the next level means to not only stop pushing static content, but to also use social technologies to enhance the every day activities and transactions necessary for employees to learn, plan and do their jobs; thereby making them more efficient, engaged and productive.

Traditional HR portals are designed to serve a very systemic purpose: to facilitate transactions required by the business. Historically, they are static and document driven – a portal built out of necessity and based on one-way communication. Consequently, they do not have the reputation for being user-friendly, enriching experiences let alone ones that are interactive or social.

The future HR portal understands that organizational needs and employee needs are complementary goals. Most corporate intranets focus on communication and being social. However, the focus of an effective HR portal is beyond collaboration, rather it's about enablement. HR leaders have an opportunity to re-energize everyday transactions into experiences that engage and enable employees -- where every day (maintenance) activities - as well as productive workplace interactions- are made easier, supported and enhanced by social technologies.

• Define the differences between an HR portal and a corporate intranet
• Identify the characteristics of a portal that understands business and employee needs
• Use social technologies to transform and re-energize traditional HR programs.
• Integrate social and collaboration while maintaining service delivery and enablement.
• Leverage the employee lifecycle to deliver content based on the distinctive needs of employees.

Frank Kitchen, Owner/Co-Founder(Bad Bad Apples)
Rodger N. Campbell, Owner(Bad Bad Apples)

We are The BAD BAD Apples! Our mission: To encourage You to Grow 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 Build And Develop the your skills and the skills of the of professionals, students, staff and volunteers you work with and lead.

Is your organization a Trick or a Treat? Do you know the difference? Effective Communication is the Key to an Organization’s success. In order to have a Sweet Organization you need to have the "4R's!" You need to RECRUIT the right people; RECOGNIZE how to properly utilize their talents; create avenues to RETAIN them and REWARD their achievements. "Trick or Treat" is about building strong relationships through communication. Effective communication will allow you to acknowledging the people you work with as a RESOURCE. You are invited to attend this webcast as Frank Kitchen and Rodger Campbell provide you with the knowledge seeds to Build And Develop the Sweetest House (Organization) on the Block!

In this webcast session, participants will:

- Explore the four characteristics of successful businesses
- Discuss innovative and imaginative approaches for recruitment and
- Discover creative ways to reward the efforts of the people they work with
and lead through effective communication
- Walk away with new concepts to make your organization a Treat to work
in and not a Trick!

Taylor Fitzpatrick, CEO and Mastermind(Modern Reach)

Chances are if you are reading this overview you are no stranger to social media. The truth is social media has invaded almost every corner of our lives – home and office alike – whether we have liked it or not. The question most people are left with is simply: how can I harness this into business success? Many have addressed how to use social media to market to the world, but how can social media be used to foster brand loyalty internally without causing chaos? The answer may not be revolutionary but it is powerful. Create an appropriate social business culture.

Typically culture is seen as the CEO’s responsibility, trickling down to the masses, yet it is the front-line employees who truly make the magic happen. Culture is caught, not merely taught, and it is within everyone’s power to create an environment where social media moves from an irritating distraction to an engagement catalyst. We are not talking about what types of tweets your company should send out, but rather how an effective social culture can bring your company’s mission to life among employees.

In this session we will discuss the benefits of an appropriate social culture, why it is now essential to future organizational success, and how you (whether you are a CEO or a new hire) can be a spark for change in your company by simply using tools already at your fingertips. All attendees will receive a Social Culture Field Guide that contains a series of best practices and tips that will empower and equip you to be the perfect “social media butterfly.”

Denise Holt, Social Media Strategist(SOCIAL INTEL with Denise Holt)

Who needs a social media policy for their business? You do!

Why? Your brand is important. You have a specific style guide and editorial voice that is unique to your brand, and you want to ensure that message is carried out authentically throughout the social sphere where many voices will be speaking and engaging on behalf of your brand.

Establishing a social media policy has many benefits:

It allows you to empower your employees to be your best advocates, rather than leaving them to be timid and fearful of saying the wrong thing.

In addition, establishing a crisis protocol through a social media policy gives your employees clear understanding of how to deal with negative feedback that they come across in company social channels, as well as their own social channels. Rather than multiple personal reactions, the response can be controlled, contained and deliberate based on the company’s predetermined desire regarding how to address these situations, understanding who the designated agents are that are responsible to handle it, and in what way.

Set social guidelines can also be used to create a company culture that encourages input from their employees, tapping into an in-house stream of innovation from those who know the company best.

In this webcast, you will learn about what to consider before writing your social media policy, what precepts to include in your policy, and tips for establishing a positive company culture through your social media guidelines.

Your employees are deeply rooted in a social culture in their everyday lives. Establishing a company culture that embraces social input empowers your employees by giving them a voice in the company, which gives them the feeling that they are making a difference. This fosters loyalty and satisfaction among your workforce.

Providing employees with a clear social framework prepares and encourages them to become your most effective brand influencers.

Ryan Morrison, Social Business Consultant(Social Enterprise Times)

Intranets used to be completely static. There was no sort of interactions among employees. So you would go there now and then to see if there is any important company announcement or to search for a document you needed. Thing is that you would hardly ever find the information you were looking for.

Bottom line: Intranet adoption was really low and the company´s management wondered why people didn´t adopt it. I think it´s because it’s boring. If you want people to use it you´ve got to make it interesting for them to come back over and over again. It´s like making a website. If it´s boring people won´t visit it again. Period. You´ve got to make a great first impact to hook them.

According to a Forrester research only 44% of corporate users can find the (internal) file they’re looking for compared to 86% of similar internet users.

Knowledge workers spend up to 30% of their working day looking for data says Butler Group.

The consumer world has moved much faster than the corporate world has. People are used to search for information on Google and find it in a matter of seconds. They are used to interact with friends, peers and family on Facebook, Twitter and LinkedIn. If they have a question they go to Quora, Yahoo Answers or and they get an accurate answer within seconds.

But that´s in their private lives. At the office the situation is quite different. It´s like you go back in time. And you notice it as soon as you sit in front of your desk and turn on your computer. Boom! Back to the 90´s. So let´s say you have a question. You are a product manager and you want to know if the company has successfully launched product x in other countries.

So what do you do? You send a few emails to colleagues (usually people based in your same branch …because you already know them right?) asking if anybody knows how product x is doing in other countries. Guess what happens. Well, as expected they don´t know it either (how on earth would they know). So now, each one of them forwards your email to a few people they think might know the answer to your question. And the circle goes on and on. So by now 67 emails have been sent in the faint hope of finding someone who can give you the answer to your initial question: Do you know how product x sales are doing in other countries?

I think it´s ridiculous, it doesn´t make any sense and what´s worst…it makes your company loose money.

Why? Because internal procedures are old fashion and extremely inefficient.

Now the good thing is that you are not the only one. Probably your competitors are in a very similar situation. Maybe not. Perhaps they are planning to implement an Enterprise 2.0 strategy to boost productivity or they already did. You never know.

The world has changed dramatically in the past 10 years. Some companies have noticed that and have implemented new, modern strategies to face this new scenario. By doing this they are putting themselves ahead of their competitors. They are being innovators. These early adapters will benefit tremendously of their competitors lack of vision.

During this session I will show some examples of companies that implemented successful social intranets. I will also share the best tools and platforms I’ve seen in the market.

Sandy Gibson, CEO(Elevate Inc.)

As social media use continues to expand within companies, many employees become de facto brand advocates to their personal and professional networks. A recent study within Dell Inc. showed that 90% of employees’ personal and professional networks are not duplicated by a brand channel on Facebook, Twitter or even email. Within IBM, research showed that subject matter experts who used social media on a personal level, drove a 7x’s higher ROI than a similar branded channel in terms of driving leads and brand awareness. For anyone who has worked in B2B social media, you’ll know that it’s a different beast than B2C social media where there is much more engagement and identification with the brand. By bringing together email and social data, there can be new insight delivered into who’s reading your company updates, which of your employees are sharing content, and how many more people are being reached. It is the ultimate connection of internal communication programs and external marketing programs. But how can this increased engagement happen?

How should HR policies influence how marketing teams CAN and SHOULD engage employees? Should you track and reward employees for their advocacy behavior? How do you engage and manage employee social media use? What is the role of HR with respect to the overall organizational Marketing program?

“How to Engage and Manage Social Advocates” is presented by Sandy Gibson, CEO of Elevate Inc (, an email engagement platform that helps companies like PricewaterhouseCoopers, Accenture and Rogers increase employee engagement with better email newsletters.

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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