Human Resources Information Management in the Age of Social Content

The subject of social content and information management has been a hot topic around the water coolers of many organizations, particularly from a Human Resources point of view. Since much of what HR does centers around public relations and protection of corporate information, social media and content in general present a major gray area where many fear to tread. However, in this day and age where everyone is armed with a mobile device loaded with the latest content streaming from social media apps and content sharing sites, HR professionals need to pay attention.

Developing a Social Media Information Management System

A sound approach to dealing with information management in a social media world is two-fold. You will want to develop a marketing strategy, as well as a clear social media policy to back it up. This requires the ability to plan ahead and anticipate changes in the social-sphere. As a Human Resources manager, it’s becoming your job to stay abreast of trends in social networking.

Additionally, it’s critical to understand how your employees may be spending their time on social media to enhance productivity rather than to just crack down on participants. While it is advisable to update your Internet use policy to include some restrictions on social media activities, you cannot completely stop this from occurring in the workplace. Why? Because practically every employee has a mobile device with direct access to social media apps, and research shows they are checking for updates at least one hour per day. In a recent white paper, Managing Social Content, published by Association for Information and Image Management (AIIM), social HRIM systems are used a majority of the time for knowledge sharing, followed by getting faster responses and reducing the number of emails. Social content has some striking differences to traditional forms of information management, such as the ability to be people and community oriented, creating real-time collaborative environments, and at times operating outside of the company security network. So, social information management can have some positive effects on the workplace.

What Should Your Social Information Management Strategy Be?

The most reasonable social HRIM system should include a way in which your company can share information and network with the community in a responsible way, and engage your employees to encourage greater levels of creativity at the same time. Be ever mindful that whatever information you put out there – chances are your employees and even competitors may be sharing this with their Facebook and Twitter friends as well. Use a responsible method for delivering any social content and maintain a controlled team to handle this role. Keep all information consistent and central with one, corporate branded social media platform where all information is published and monitored.

As your organization ventures out into the social environment, one should look forward to the valuable resource and opportunity that social content can provide. From a marketing standpoint, social media and content sharing are here to stay and will continue to be ways to provoke thought leaders in every industry. By proactively developing an information system that honors social content, this can be managed responsively. Find out how Benefitfocus can help you to better manage the challenges of managing employee benefit data in the age of social content. To learn more about integrating social media with your central HRIM system, get in touch with us today.