Social media implications
The growth of social media as an employer branding and engagement tool has been exponential - but at the same time, ease of access via smartphones, ipads and other mobile devices and multiple platforms means that it is difficult to control the message.
What this means for HR is that a whole new set of legal, moral and employer branding issues have to be addressed - issues that are now sitting at the very heart of the HR department's remit. And while HR professionals cannot be expected to be lawyers or social media gurus - an understanding of the issues involved - and at least a rudimentary understanding of how social networking tools work is becoming ever more vital.
While it's important to recognise the many benefits of social media tools - employer branding, engagement and PR - it's also vital to take a risk based approach. Employers can be vicariously liable for their employees in the case for, for example, discriminatory or bullying comments made on social networking sites. So what should HR professionals be doing to ensure that they are ahead of the game?