If HR 1.0 was “Personnel” and HR 2.0 was about the “Strategic HR,” what will HR 3.0 bring?
- The Philippines has 44% internet penetration rate where 40% are into social media
- And here’s the breakdown of the different platforms being used.
photo credit and source: Fleire Castro
When companies block internet and social media access, they assume that the organisation will no longer be exposed to the risks associated with cyber abuse and cyber crime. But, it can only address 1-2 issues utmost, these are:
- Wasting company time [loss of productivity] and though this is debatable
- Malware infection
There are more to social media and cloud computing, and a better understanding of the subject puts HR in better position to address the ever changing workplace landscape.
- Social media, email and internet policy
- Strategy to use social web in different HR silos
- Use of the cloud and social apps to increase productivity
- Use of big data in formulating HR initiatives
- are relevant with the times
- has sound policy to protect company from employees online behaviour
- can attract and keep the millennial employees with leadership potential
- closes the digital gap among the different generational workforce
- can extract relevant metrics from big data
- engage employees using social apps and platforms
Have you crossed over to 3.0? Or you are still in the process of transitioning from 1.0 to HR 2.0?
About the author
Sonnie is an experienced strategist for employer branding and communications; and people/ organization management and development.
He also received two awards, one for his advocacy on digital accountability, and another for the use of blog for mentoring.
He co-founded Blogwatch in 2009. Thru this initiative, bloggers voice were heard in convo involving national issues.
He co- founded LODI Inc. (Learning and Organization Development, Inc.) in 2018 as an offshoot to his year long #HRMentoring program.