Journal of Management (JOM)
Volume 5, Issue 6, November– December 2018, pp. 104–111, Article ID: JOM_05_06_015
Available online at http://www.iaeme.com/JOM/issues.asp?JType=JOM&VType=5&IType=6
ISSN Print: 2347-3940 and ISSN Online: 2347-3959
© IAEME Publication
SOCIAL MEDIA AND ITS IMPACT ON HUMAN
RESOURCE MANAGEMENT: A REVIEW
Swati Awana
Department: Business Management (BM), EMPI, Chattarpur, New Delhi, India
ABSTRACT
From the past years, the continuous observation of social media has great impact
on the field of human resource management in so many ways. In the response, scholars
and practitioners have required to start an investigation of the in numeral of ways that
social media impact organizations. To date, research facts on a variety of HR-related
topic are just commencement to come out, but are spitted over the degree of diverse
literatures. As the key motive of the current article are to check the recent effects of
technology on HR procedures, keeping in mind the present literature on the topic, and
elaborate the merits and potential demerits of utilising such systems.
Keyword: Information System, Human Resource Management (HRM), Recruitment,
Social Media, Social Networking Sites (SSN).
Cite this Article: Swati Awana, Social Media and Its Impact on Human Resource
Management a Review. Journal of Management, 5(6), 2018, pp. 104-111.
http://www.iaeme.com/jom/issues.asp?JType=JOM&VType=5&IType=6
1. INTRODUCTION
From the past few years, social media techniques – is consisted of blogs, wikis, social networks,
video sharing, and community sites, between the others – have varied the landscape of the
internet, performs as a tool for making the networks, collaboration, and skill sharing. Now, for
such similar events, such techniques are increasingly used in work place. The advantages of
social media have gone as distant as being developed in human resources circles, and
organisations of business can no longer bypass on the formation of network by way of social
media. As a marvellous shape of widespread message and the expansion of social connections,
organizations crosswise the globe have count on social media a great deal more than ever
before. They uses Face book, Twitter, LinkedIn, YouTube and many other their own internal
social networking areas to attain the variant demographic in getting top talent and keeping
skilful knowledge.
Business organization has used social media to improve innovation and knowledge making,
which has in twist prove to be extremely beneficial in heavy effectual modify and getting better
presentation. The impact that the employ of communal medium has had on employees’
appointment and job contentment cannot be mistreated. The base of this collision is the detail
that social media is not just a bit that workers need; it is a little that organization has to take up
for the sake of the prospect. It is also extremely significant to assess the degree to which social
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media can be helpful to organization and workers in conditions of aptitude expansion. The
mixture of these impact results in amplified overall working efficiency.
It cannot be deprived of; social media has approach to our live for high-quality and it has
distorted our world in numerous ways. Social media provide in numerable opportunity and
reimbursement for both persons and business. Company have modified the use of communal
media to their business a long ago. For sale and advertising, social media has been an ordinary
tool for a extended occasion an effectual use of social media is critical for any commerce. Sales
and marketing department have been create and implement social media strategy for years. It
can be question whether the corporation is not on social media, does it still exist. The huge
takeover by social media has also pretentious the trend in Human Resources Management and
its practice. This theory discusses employers’ move from conventional staffing practice on the
way to using Social Networking Sites (SNS) in staffing. Using SNSs enable employer reach
possible and in active candidate in cost and time well-organized way. As every coin has two
sides, also social media has it disadvantages.
2. SOCIAL MEDIA IN RECRUITMENT
Information technology has had extensive belongings on approximately every feature of our
civilization. From the creation of the wire to the formation of smartphones, it has transformed
the life styles and perform best in their job. With an instance, technology has distorted the
method we purchase products, communicate with others, receive health care services, manage
our enhances, and educate our students. It has also had a thoughtful impact on managerial
process, counting those in Human Resource Management (HR)
Staffing via social media is at present a very trending subject with manifold articles being
free daily. These tend to move backwards and forwards among polar opposites concerning the
value of social media to staffing. The realism lies wherever in the central point. The use of
social media like as networking site and micro-blogging go up from side to side the venture
surroundings. Benefits have been seen chiefly in the area of staffing and brand consciousness
with some company treatment amplified sales after initiate a under attack online scheme. Not
only did it have an optimistic collision, but it is also reasonably priced. In the middle of the
present economic hardship pestilence organizations crossways the world the challenges are
spread for the HR to do much with the nominal sources and for this very cause using social
media as a technique for staffing are a cost effectual way [1].Remember, when commerce
circumstances change, corporation strategy want an equal and matching change just to stay still.
With recruit, this is evenly as pertinent. Nimbleness and flexibility are significant to match with
variable economic circumstances and this is when have an obviously distinct social networking
scheme will pay dividends, both from an applicant age group and service brand viewpoint. The
haste at which communal media equipment could grab the concentration of the under attack
compare to conventional technique is from scratch to none. Thanks to the Web 2.0, corporate
have shown the great responses degree for their job ads, boosts the quality of applicants and
variability in them.
For example, Salesforce.com use social network site like as Facebook and LinkedIn to keep
in stroke with possible hires
Social networking site have enough money possible candidate the chance to make a solid
outline then assisting really with the employment procedure, in exacting the source procedure,
by generous the company and feeling of a candidate’s in general educational fit as well as their
technological capability. As a consequence LinkedIn remnants the mainly useful of the
communal media site for recognition of candidate as the most relevant particulars are usually
obtainable. Often, captivating a LinkedIn outline as a bottom and penetrating exchange medium
allow for a well round outline to be shaped. Since social media channel have this astonishing
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Social Media and Its Impact on Human Resource Management a Review
ability, some organizations are acceptance its practice with the usual result of target possible
workers. They are also patter into vigorous blogs, like as those on Facebook, Twitter and
LinkedIn as well as online community so that they can imprison the notice of good candidate
looking for service, particularly for opening that are not easy to fill. For an example, Madia
(2011, p.21) stated over the 10,000 recruiters are using the organisational twitter account as a
plat form for searching the tool. An easy tweet or blog post on these social media site go a very
long way. “Effectual social media ability basis centre on ‘network the networks’ in behaviour
that give allowance for ability crossways neighbourhood and platform,” [2]. By vigorously
custody touch with the online community, an association can make an online aptitude supply
chain, where they keep in stroke with preceding job applicant, internal applicants, and
applicant’ sensing from worker referral as well as preceding workers of that organization.
Possibly the most significant use of communal media for staffing at this phase is the chance
to boost brand alertness as fixed earlier. Through the use of manifold channel, it is probable to
carry an organization’s product to the eyes of individuals who would not usually have careful
it as an alternative for employ and these people can be nudge for the organization’s website to
travel around opportunity. Though the tendency of using social media tools is sluggish, fairly a
few of employers in fresh times have urbanized a thoughtful and strong attendance in online
community. These are those community that manager can go with breathing aptitude in the
future by steady interact via blogs, podcasts or wiki post.
3. HOW HAS TECHNOLOGY AFFECTED HR PROCESSES?
The major objectives of HR in company are required to draw, choose, motivate, and keep gifted
workers in their responsibility [3].These goals have been turn to the very significant in the
present years as the organisation struggle with the basis of the skills and other talents of their
workers [4]. Technology has distorted the method HR process are at present manage, mostly in
terms of how organizations gather, store, use, and distribute in order about applicant and
workers. In adding, it has distorted the scenery of jobs, job relations, and management.
Innovation likes as timework, near teams, and web-based job application are due to
proportionate innovation in technology.
Today, lots of businesses make a choice to put into practice the staffing process with
their help. Such decision is enthused through the subsequent causes [5]:
easiness of using social networking services,
greater awareness of the benefits which may be gained through social media tools,
a possibility to update job offers depending on vacancies available
access to potential employees
Internet users have their own profiles in at least one social networking which they
regularly visit and update their personal information,
job instability and related difficulties in predicting the need to look for new
employment,
Easy tracking of attractive job offers, by following up on recruiters’ profiles.
Number of researches is fixed that with the enhancement of online and social media
technology, they are possessing a great impact on online and social media technology, and they
are possessing a great pressure on making the staff and creating the strategy for them. To make
professional employer and applicant on the same platform [6]. Few other researchers have
forecasted that the online staffing is the boosting in a great pace that indicate the value of
restoring the employees in the general method to attract the recruiter
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Workers like as through paper ads, job fairs, campus recruiting and express of mouth [7]
that with the world of internet the social media, practice of online staffing is not an incomplete
for tech one and other company but also not have extended in the maximum ways making
compensation of such tendency. According to their investigation, mainstream of employer
consider that social media gives them much earlier turn-around as compare to conventional
staffing channel that has now resulted in greater than before numeral of capable applicant
around the world and much easier hiring procedure in general. The employer in their study also
narrate that they are at the present more capable to recognize the numeral of without
qualifications applicant that were really impacting their staffing practices. With not just a tool
of social media which is generally priced but the major clutch that concentrates under the attack
of the spectators to have a rapid move toward the dissimilar social media root along the
traditional staffing policies to arrive at huge demographics. And moreover, to highlight the
social media networking that permits to the employees to pool the vision for the probable
employer in the common world outside the reach and they cannot pass through to the sensible
and monetary problems to walk towards the employer.
4. SOCIAL MEDIA CHANGES HUMAN RESOURCES IN 3
FUNDAMENTAL AREAS
Employee Communication. Earlier than social media, employer communicates to
their worker via in being meeting, electronic post, memo, and interoffice letters.
Changes in scheme or commercial restructures were communicated the similar way.
There was direct, predictability, and a stream to the infrastructure as well as modify.
Enter social media. Employer must now converse variations to their organization
creation the supposition that by effective one, you are effective to all. Gone are the
person meetings where HR actions on one location at the time, declares firing and
restructure. A solitary tweet or Facebook information serves as public observance
to any kind of company alteration throw a wrinkle in the corporate converse process.
The Voice of the Employee. Previous to social media, company could believe on
break space proposal boxes, worker hotlines, and stopped up room meetings as a
method for workers to lift and express concern. A company’s principal fear was a
EEO accusation or a letter to the editor. Enter social media. From blogs, social
media, and online forums employees can share their experience and
recommendations are good as well as so terrible. Similar to Customers Company
have little managed part from to watch, speak to modify, and carry on conversing.
Employer Branding. Even throughout a depression, workers have choice. In the
past, employer converse their job opening using one-way discussion tools like the
paper, job board, or vocation fairs. HR and Recruiting team are now see as an
addition of their PR and Marketing department apart from their target spectators
using social media is candidate not customers. Of course in so many cases, these are
one in the similar. HR and Recruiting team are ever lastingly varied as they use
social media to talk in a straight line to the applicant if they are lively, inactive, or
uncaring.
5. IMPACT ON INNOVATION AND KNOWLEDGE CREATION
“Social networking provides a new platform for the communication in the organization, making
the environment transferable for information and nimbleness in the organization”, [8]. The
detail that social networking sites are net-based uses it available to the whole world, which
holds an astonishingly varied pool of talents and capability. As a consequence, a variety of
individuals can contact and swap information that users produce, in the mainly convenient of
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Social Media and Its Impact on Human Resource Management a Review
habits. This swap of in order facilitates the expansion of data by converse user as they turn into
communally associated.
Information formation can additional be superior via social network using on-demand work-
based knowledge. This is education which have place at the direct of necessitate. To deal with
the demands and need of employee’s organization is linking their self as a demanded learning
programs, these programs deals or fulfils the demanded training of the employee needed to
justify or to perform the work in the organization [9]. The social networking can be use simply
by workers in source to expertise or even providing their know-how to others.
6. SOCIAL MEDIA AS INFORMATION SYSTEM
Social Media is not a solitary request, but as a set of unified and (however loosely) included in
order technology a User generate Information System shaped through amalgamation of solitary
mechanism to proffer its user exclusive worth. Social Media open new avenue for
Communication and differ from other processor mediate message system.
1. Increasing uniqueness of letters through apparent message and confidential sources
2. Allowing consistent worldwide (Multiple strategy, multiple protocol) and
democratic (easiness to join, free admission, reasonably priced hardware) right to
use to communication channel and in order for participants at all stages (e.g. in the
context of organizational behavior and the present working employees the alumni
etc.)
3. As long as available and egalitarian two-way interaction platforms which donate to
conversation and agreement making.
6.1. Social Media Makes Recruiting Easier and More Successful
The main advantages of human resource managers by social media on the work are that it
creates the recruit procedure easier and more winning for the corporation. The HR manager
post job opening on the plat form of social media site of company, counting associates to the
programme on the corporation website. This makes it easier for the corporation to get the
perceive out to the community when jobs turn out to be obtainable and for candidate to apply
for those unlock job. Companies are also considering more accomplishment via social media to
employ new workers as they can look through the social media site of possible candidates to
decide if candidate will fit in with the culture of organization.
6.2. Social Media Helps Company Branding
When the things are come on the point of reinforcement product of a corporation, social media
is flattering the go-to position for advertising team and human resource department. When a
subject arises with the picture of an organization because to a client grievance or other causes,
the HR division can take to social media to strengthen the maker of the organization and make
convinced the protest does not get out of manage and turn to a viral fury.
6.3. Monitor Employees Activities
On the consequence, for smallest amount some individuals, social media permits HR executive
to check the performance of their workers. If workers are redistribution to their individual social
media financial records throughout the day and that post do not connected to work, or linked in
an unenthusiastic method, then the corporation can implement its communal medium strategy.
Some company permit workers to use communal media all from side to side the day so extended
as their post recount to the corporation in an optimistic manner. For an instance, member of the
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media (newspapers, TV stations and radio stations) support their workers to position on social
media frequently in order to remain the public informed.
6.4. Communication with Employees
One more root through which the social media impacted on the human resource in the
organization are now commencement to converse with their workers using social media. Some
company will converse to workers on Twitter to talk about corporation proceedings so the
community can study about them. Other company use messaging apps like as Google Hangouts
to converse with workers in one place or all over the world.
7. ISSUES OF RECRUITING THROUGH SOCIAL MEDIA
The Social Media in worker assortment discusses the challenge and issue which strength come
into view when using communal media in staffing. It discusses six challenges that might happen
when by means of SNSs in staffing and assortment process. The six challenge are dependability
and soundness of the applicant in order when using SNSs in staffing and assortment processes.
How and which in order to value wants to be careful. Legal and ethical issue might happen on
the assortment procedure. How corporation should comprise the practice of in order in
assortment procedure and at last how the change in knowledge affect [11]. Recruiters want to
think how trustful the in order of applicant provides on Social Networking on the other hand,
in the SNSs process the recruiter can observe the order provided in the general competition of
resume through online mode, for an example [12] other thought for the recruiter is that how it
is suitable in the sequence.
Relying only on human decisions has been less winning than for an instance by algorithmic
approach. There have been a variety of attempt to expand prognostic model for using and judge
valid applicant outline in order [13].
A research made by Youyou, Kosinski and Stillwell show that character judgment
completed by computer-based model concurrent more powerfully with own-ratings than these
made by human decisions [14]. When recruiters are doing judgment dependent on candidates’
profile in sequence it is demanding to focal point only on job pertinent in order. Legal and
ethical issue may occur when recruit during SNSs. Recruiters may make aware or comatose
decision which is pretentious by candidate’s sex, faith, contest, skin colour or nationwide origin.
Decision dependent on such factors are distinct as bias. As mention previously in this account,
bias is forbidden by law [15]. The deficiency of data to hold up that the decision were job
connected may occur a subject. One more concern for recruiters is how to obtain the candidate’s
information procedurally for assortment procedure. Usually, that is complete by human
judgements, although there survive some assortment system for this. If organization chooses to
employ candidates in sequence on assortment procedure they have to thoughtful and recognize
where in the procedure they will use this in order [16]. (Richard N. Landers & Gordon B.
Schmidt, 2016) incessant change in knowledge also may make issue for using SNSs in
recruitment. [17]
8. CONCLUSION
This can be seen, the performance of social media in the human resource environment has
developed in the vast over the last five years and continuous to expand. Numerous authors have
stated that it is so significant for the institution to motivate the youth or novel blood to use the
platform for gaining knowledge and for innovation this stated that the majority of the employees
are presents the first generation that the grown in the middle of the high-technology. Such
individuals working for the organization have to spent the most time for the lives in the
environment with the technology like as video games, digital music players upgraded version
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of mobile phones and in the current era its internet and social networking websites. In the
today’s world such employees are digital immigrants those have faith in knowledge creation
and novelty from the technologies.
This study also found that the institutional social media website are the time efficient, non-
expensive and adjustable that is importantly growing the effectiveness of searching of
employees. Recruiter can conveniently observes the variety of resumes and applications over
the system where they could be able to differentiate and search the information in most
meaningful manner.
The growth of social media that encourages HRM section to keep a different vision at the
tools and practical roots of finding the new persons for the job. In the conventional method the
CVs are sent by mail, faxed or attached to emails are presently giving basis to the social media
proposes great chances for the recruiters those who want to get well educated persons other
than of individuals searching for the candidates they are in use of search engine, blogs, RSS,
classification, social networking, community communication and multimedia. It is very
significant particularly for the development of employees of generation Y1 on the labour
market. These are the first generation that has spent the whole life in digital surroundings;
information technology very clearly reflects that how they survive and do their work.
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