How do social media and digital tools affect HR practices? Why and how should HR departments adapt their practices to use these tools to their advantage? What are the benefits and risks of an HR social media strategy?

Extract

[...] Beyond the reputation of the company (whose we talk about to introduce) it is also primordial to have employees in a good state of mind with no psychological problems. The best practice is most probably to train managers to detect them (possible burn-out, stress?). The digitalization doesn't impact this task even it is also possible to send periodically some questionnaires to employees, but it should be optional to fill it and without medical questions because the employer doesn't have to right to collect medical data. II. [...]

[...] As we explained to introduce the subject, HR departments are changing at the top-level because they must become a major player to implement the company's strategy. These changes manifest by the insertion of new tasks. -The HR planning is one of the biggest new tasks, that is also called the 'provisional job and skill management'. The HR department must anticipate more recruitment and needs of the company. That's why nowadays it exists some software specialized for managing it. However, it is still scarce in most of the SMB (Small and Medium size Business). [...]

[...] HR functions in a digitalized world The HR functions cover a wide range of skills and almost all have been impacted by the digitalization. First, we are going to talk about the basic roles of the department. Even if the ranking between a basic task and a new one could differ from a company to another. Obviously, it is not the same organization in start-ups and industrial companies. -The recruitment process and the selection of candidates is probably one of the tasks with most significant changes. [...]

[...] First, new digital tools are a way to recruit quicker if there is an urgent need. Otherwise, today it is possible to extend the diffusion of the job adverts by using these tools. Before, it was limited by newspaper adverts and the network of chiefs and colleagues. Moreover, recruiters can contact directly good profiles and high-flyers by social media such as LinkedIn. It is also a tool to poach someone from another company. We have talked about online lessons as a new training tool. [...]

[...] Why and how should HR departments adapt their practices to use these tools to their advantage? What are the benefits and risks of an HR social media strategy? In the last decades, the functions of Human Resources departments have changed a lot. They are, in general, more involve in the group strategy. The HR manager now has a key role at the Board of Directors. HR managers must include in their scope new responsibilities such as psychosocial risks. It is becoming an unmissable task for the company's reputation to avoid the suicide risk, the depression of employees? [...]