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Social Media Policies and Code of Conduct

Introduction

The modern era of social networking has transformed the manner in which many people share information. Social networks have revolutionised both the external and internal aspects of many organisations. Social networking has also transformed the nature of communication in many firms (Wang & Kobsa, 2013). This discussion therefore identifies the major issues arising from the use of social networks in different companies. The paper also presents powerful Human Resource (HR) practices that can be used to address the major workplace problems arising from such networks. HR Managers can use the presented suggestions in order to deal with such issues.

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Background: Exploring the Nature of the Problem

Employees can tarnish the reputation of their organisations by posting damaging comments on different social networks. Wang and Kobsa (2013) explain why employees should desist from posting disparaging comments on different social sites. Some of the widely used networks include MySpace, Facebook, and Twitter. Most of the comments can affect the success of different organisations. The “Trade Practices Act refers to this malpractice as a misleading conduct” (Wang & Kobsa, 2013, p. 4). This is the case because such comments can destroy the confidence of many stakeholders.

That being the case, employees should exercise caution careful whenever posting different on social media. According to experts, employers should also “undertake numerous analyses before terminating their workers for posting detrimental updates on social media” (Wang & Kobsa, 2013, p. 3). This practice is “critical because such employers can face unlawful termination issues” (Broughton, Higgins, Hicks, & Cox, 2009, p. 23). Employers should always embrace the best channels before undertaking any disciplinary action. The practice will ensure there is enough evidence to support every claim.

A number of suggestions have been presented in an attempt to deal with this burning issue. For instance, organisations can “promote various procedures in order to address issues of this nature” (Broughton et al., 2009, p. 29). A powerful Code of Conduct should also be put in place in an attempt to guide more employees. Such employees will therefore be expected to consider different provisions before writing anything on Twitter or MySpace. The strategy will promote the best behaviours and practices regarding the use of social media.

Suggestions for HR Managers

Social media has become a critical aspect of every modern firm. Employees, job-seekers, and companies are using social networks to support their goals. The significance of social networks in many institutions cannot be ignored. Studies show that “such networks can promote the productivity and skills of many workers” (Wang & Kobsa, 2013, p. 4). At the same time, social media can result in numerous organisational problems or consequences. That being the case, Human Resource (HR) managers should use a set of tools in order to address some of the issues arising from the use of social networks.

HR Managers should use powerful training programs in order to ensure more workers use social media in a positive manner. The managers should promote different practices that can encourage more employees to improve their organisational skills. The HR Department should encourage its workers to focus on the beneficial aspects of social media. The practice will ensure more individuals use different social sites for communication (Nankervis, Baird, Coffery, & Shields, 2013). They can also acquire new concepts and skills from such sites. The approach will discourage more individuals from using such networks to attack their organisations or fellow employees.

The HR Manager should also “define the best electronic communication practices and policies” (Wang & Kobsa, 2013, p. 4). Such policies will outline the best practices for many employees. These policies will guide more workers whenever using the internet. The workers will also focus on the beneficial aspects of social media in an attempt to improve their skills. The manager should also identify new updates and practices. The practice will ensure more employees use such social sites in a professional manner.

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The HR Manager should also devise a powerful Code of Conduct for the targeted employees. This Code of Conduct will outline the major malpractices that can affect the relationship existing between the firm and its workers. The Code of Conduct should also “guide the employees’ private and off-duty social networking practices” (Holland, 2011, p. 3). This strategy will also ensure “more workers are aware of the best practices whenever using social media both at home” (Broughton et al., 2009, p. 29). The important goal is to ensure the targeted workers do not engage in malpractices that can result in dismal.

As well, the policies of different organisations should outline the most acceptable uses of different social media. This approach will ensure more workers post acceptable contents and messages on such networks. They will also ensure “the best safeguards are in place whenever using social media networks” (Holland, 2011, p. 4). The HR manager should also ensure “the targeted workers include disclaimers whenever placing different online comments or postings” (Holland, 2011, p. 4). Employees should also be encouraged to use their companies’ websites and platforms in a refined manner. Such regulations will reduce most of the issues and problems facing many organisations today.

The HR Manager should also promote the best workplace behaviours such as teamwork, collaboration, and integration. These approaches will empower more workers thus reducing the level of burnout. More workers will be ready to share positive ideas with their teammates (Nankervis et al., 2013). They will also liaise with different leaders in order to produce the best outcomes. The HR Department should also be ready to address every problem presented by the workers. Such behaviours will ensure more workers are ready to improve the images of their respective companies.

Employees should always be updated whenever there are new policy changes. Proper training sessions will ensure more workers understand the consequences of misusing such networks. An informed employee would desist from such damaging comments. The HR Manager should also collaborate with the legal department in order to educate more workers (Nankervis et al., 2013). The legal department will also offer appropriate ideas in order to ensure more employees are not dismissed unfairly. This approach will reduce the legal issues existing between many companies and their employees.

Conclusion

HR Managers should use powerful strategies in order to deal with various issues arising from modern technologies. Proper employee-employer relationships are essential towards lessening most of the legal issues associated with social networks. Proper training practices will encourage more workers to use social media wisely. A powerful Code of Practice will outline the best principles regarding the use of social media (Holland, 2011). Legal departments should also be consulted in order to deliver the best results. Such practices will eventually reduce most of the workplace problems arising from these social networks.

Reference List

Broughton, A., Higgins, T., Hicks, B., & Cox, A. (2009). Workplaces and Social Networking: The Implications for Employment Relations. ACAS, 1(1), 1-56.

Holland, P. (2011). Social Networking and Human Resource Management. Web.

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Nankervis, A., Baird, M., Coffery, J., & Shields, J. (2013). Human Resource Management Strategy and Practice. Boston, MA: Cengage Learning.

Wang, Y., & Kobsa, A. (2013). Privacy in Online Social Networking at Workplace. Web.

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