Social media are a modern communication phenomenon. Human Resources is the department that communicates with employees, managers, leaders, external vendors and trusted external social media communities. HR Manager has to be extremely strong in soft skills. HR is about the engagement of employees in the life of the organization. Social media are a great help for the HR Specialist. They can make communication faster, centered around internal and external clients, be specific for different target audiences, and they can build innovative teams and groups consisting of internal and external resources.


Social media are a real platform for the two-way communication. HR can send messages and receive the immediate and honest feedback from employees. It is a great advantage for the HR team with the courage to stand in front of the staff. HR can send key messages through social media and link them with details on the corporate Intranet. However, what should be the goals and objectives for HR Social Media?

The most common goals and objectives for HR Social Media are:

  • strong internal social media platform supporting the corporate culture;
  • build internal social media channels and personas representing employees;
  • establish a strong brand name on the main social media platforms supporting the business strategy;
  • develop a strong recruitment platform with a worldwide impact;
  • engage critical external and internal talents into innovative groups.

HR Social Media Goals and ObjectivesThe modern organization should build a strong internal social media communications platform. Employees feel involved when they have a chance to build communities for a direct communication between them. They do not need any approval, or they do not require a long approval process to build the internal distribution list. Emails are boring, but short motivating messages about new ideas are creative and inspiring. HR should be the advocate in the leadership team and find resources to build the internal social network that will be freely available to employees. This is a great goal for social media experts in Human Resources.

The HR Social Media Specialist has to divide employees into different personas. The personas help to streamline the communication with employees. Personas represent different target groups and act as the role model for them. It is easier to work with such models than trying to specify interests of each employee. They can just find the right profile and follow it. They do not follow the organizational structure; they make choices based on interests and preferences.

The organization needs a strong brand name that vibrates in social media. The brand is crucial for the external audiences because they can quickly follow the company. They can spread job vacancies and recommend best talents from other businesses. It is not head hunting; it is just the recruitment referral.

The social media recruitment is another modern phenomenon. It is not just a simple posting of job vacancies. It is about writing interesting stories about the life in the organization and enriching them with employment opportunities for those who are interested. It works great because people tend to organize themselves around topics of the interest. The recruitment through social platforms like Twitter are cheap, quick and targeted. However, the HR social media specialist has to identify right target groups, follow them and engage as the reliable source of useful information.

Finally, the ultimate goal for the HR Social Media Specialist is about building innovative groups of employees and external experts, who collaborate and discuss challenging business topics.





HR below the line

Goals, Goals, Goals!

Setting the right goals and objectives is the true art of the leadership. Human Resources trains managers and leaders how to set the targets for departments and employees. It manages the process so that all targets are aligned with the vision of the organization and follow the same approved principles.

However, Human Resources forgets to set the objectives for Human Resources Department. Just as the inspiration, you can find Goals and Objectives examples for the HR Business Partner, Recruitment and Staffing, Compensation and Benefits, Training and Development, Succession Planning, Leadership Development, HR Social Media, Employee Retention and HRIS.

The goals and objectives should be taken as examples. They are not the real targets to be used as they are provided. They just inspire. They help building the modern Human Resources Management Function in the company. Do not follow them blindly.

About Creative HRM

Human Resources Management is an essential business function in organizations that gain the sustainable competitive advantage. The development of Human Resources Management Practices and Procedures is an important way to reach targets and growth. HRM always start with the introduction of basic HR Management Policies, and it develops into the Leadership Development, sophisticated Compensation and Benefits, Organization Design, Performance Management and Career and Succession Planning.

creative HRM is a personal informational project focused on the description of latest trends in Human Resources Management. HR is a quickly developing business function, and new HR trends or procedures occur often. However, the implementation of new trends is difficult, and we should learn from mistakes and successes of others. Connect and stay connected.

(c) 2012-16 creative HRM

Become a friend of creative HRM on Facebook, Twitter and Google. You can also visit my HR Tutorial.

Success Measuring Statistics

TOPlist