Introduction

This report intends to analyze the perceptions of human resources managers regarding employment related issues due to social media and digital age. In the recent past, most human resource managers have adopted available technologies in recruitment, hiring and monitoring employee performance within their organizations (Leafman & Mathieson, 2015). It has therefore become an important aspect determining the impacts of social media as well as its implications on human resource training (Sivertzen,  Nilsen & Olafsen, 2013).  Dr. Awang, the president American Management Association-International, authorized the research in order to investigate human resource managers’ perceptions regarding employment related issues due to social media and digital age.  The finalized report will be received by Dr. Tom, Dean of the College of Business and Technology on March 19, 2016

Purpose of the Study

The purpose of the study was to determine human resources managers’ perceptions regarding employment-related issues due to social media and digital age. The report will answer the following specific questions:

1. What are considerations for human resource managers when vetting job applicants online?
2. What are the processes involved in regulating and monitoring employee’s work-related online conduct?
3. How the human resource managers understand the rules and regulations governing electronic communication?

Methods and Procedures Used

The data for this report were collected by administering questionnaires to a selected group of human resource managers. This survey was conducted using random selection method in the fall of 2015 in Kentucky, with a total of 475human resources managers surveyed. Of the surveys collected, 370 were usable and included in the study. Of the 370 responding managers, 200 were male and 170 were female. The average age for the male managers was 37.64, and the average age for the female managers was 29.65. These respondents were contacted via e-mail and were expected to respond to the interview questions to the best of their knowledge.

Analysis

The analysis of this report has been grouped into three categories: (a) Vetting applicants’ online, (b) Regulating and monitoring employees online, and (C) rules and regulations governing electronic communication.

Research question A. (vetting applicants online)

From data analysis, (as shown in figure 1 below) it is evident that 100% of the interviewed human resource managers consider only information that relates to legitimate business needs. This is a good sign that these human resource managers will have the right people for the right job. The screening process of organizational employees requires that potential recruits must meet the job specifications. By considering information that relates to legitimate business needs, the human resource managers are able to attract talent that meets organizational goals and objectives. The results also indicate that most of the human resource managers are aware of the legal limitations involved in online communications.

 

Figure 1

                                                                                                                        SA           A             N              D             SD

                                                                                                                                          (%)

When vetting job applications online, I/we

Limit inquiries to publicly-available information.                                             40         –         20             20      20

Consider only information that relates to legitimate business needs.     100        –            –               –          –      use Discovery search to access applicants’ social postings.                    50        –             –             20             30

Know the legal limitations.                                                                                   80       20          –               –             –

*SA=Strongly Agree  A=Agree  N=Neutral  D=Disagree  SD=Strongly Disagree

Research question B. (Regulating and monitoring employees)

The data (in figure 2 below) indicate that 100% of the interviewed human resource managers monitor and regulate employee’s work-related online conduct with clear notice of the employees. Employees are an essential aspect of organizations since it is through their contributions that organizations realize their goals and objectives.  This may serve to motivate employees in these organizations and hence improve the overall productivity. It is imperative that organizations make the employees feel important part of the organization. It is also evident that a good number of managers in these organizations take consistent action when necessary. This is good for human resource managers since it helps keep the employees focused on fulfilling the goals and objectives of the organization. However, failure by many managers to think twice before firing employees due to their online posts may adversely affect these organizations (Leafman & Mathieson, 2015). This is because there could be high turnovers which will adversely affect the performance of the organization.

Figure 2

SA   A               N           D        SD

                                                                                                                                          (%)

I/we regulate and monitor employees’ work-related online conduct and

With clear prior notice to my employees.                                                       100         –               –              –           –  take consistent action when necessary.                                                                         70         –               30           –            – think twice before firing employees due to their online postings.                    –          –                –            60        40

*SA=Strongly Agree  A=Agree  N=Neutral  D=Disagree  SD=Strongly Disagree

Research question C. (Rules and regulations in electronic communication)

The data, as shown in figure 3, indicate that most human resource managers are conversant with the major regulations that govern electronic communication. This is good for organizations since there will be minimum legal tussles involved between the organizations and the employees. It is also prudent to note that ensuring employees’ privacy is also fundamental for their motivation and overall productivity of the organization.

 

Figure 3

                                                SA           A             N        D   SD

                                                                                                                          (%)

I/we are aware of the following regulations:

Electronic Communications Privacy Act (ECPA).        100         –               –              –             –

Wiretap Act.                                                                              50         –               30           –             20

*SA=Strongly Agree A=Agree N=Neutral D=Disagree SD=Strongly Disagree

Conclusions

The following conclusions are based upon the analysis of the perceptions of human resource managers on work-related issues due to social media and digital age are as follows;

1. Most human resource managers have successfully managed to vet job applicants online. They have been able to get essential information from potential employees by considering information that relates to business needs.
2. The human resource managers have been able to handle, monitor and regulate employees’ conduct effectively without hurting the employees. This has positive influence on employees’ motivation and consequently increased productivity.
3. The majority of human resource managers are conversant with rules and regulations involved in electronic communication and hence reduced legal tussles within the organizations.

 

Recommendations

 

Based upon the above conclusions, the following recommendations are made for Dr. Awang, President, AMA-International:

1. Human resource managers should be encouraged to use the available technology in this digital era to enhance the HR functions within their organizations.
2. Human resource managers should be trained on how to handle and monitor employees and their online posts. Failure to think twice before firing employees due to their posts can increase rate of staff turnover and consequently adverse effects to the organizations.
3. Human resource managers should be trained on the legal requirements, especially Wiretap Act, which a good number of human resource managers are not conversant with.

                                                                                            References

Employees Have Right to Be Disloyal and Use Vulgarity in Social Media Posts About Their Employer. (2015). Management Report For Nonunion Organizations, 39(1), 1-8. http://dx.doi.org/10.1002/mare.30127

Leafman, J., & Mathieson, K. (2015). Online Instructor Perceptions of Social Presence and Educational use of Social Media. Advances In Social Sciences Research Journal, 2(11). http://dx.doi.org/10.14738/assrj.211.1637

Sivertzen, A., Nilsen, E., & Olafsen, A. (2013). Employer branding: employer attractiveness and the use of social media. Journal Of Product & Brand Management, 22(7), 473-483. http://dx.doi.org/10.1108/jpbm-09-2013-0393

 

 

 

Appendix A

Invitation Email for Survey (Start on a New Page)

 

Subject Line:

 

Dear Mr. Johnson

 

I am conducting a research study regarding the human resources managers’ perceptions regarding employment-related issues due to social media and digital age. I am asking your assistance in collecting data toward that goal.

 

The attached survey instrument is part of a study designed to determine human resources managers’ perceptions regarding employment-related issues due to social media and digital age. Your participation in this survey is voluntary. The results of the study will help to provide information which may be used to improve HR functions especially to AMA members. Employers may benefit from the study findings and recommendations. Your experience as a human resource manager makes your response very important to the success of the study.

 

I will take all reasonable steps to protect your identity. All names and addresses will be destroyed at the end of the study. Please take 10 minutes to complete the attached survey and return it by 30^th march 2016.

 

If you have any queries, comments or compliments, you may address them to me at ________________.

 

 

Your Name:

Job Title: Media Consultant AMA.

Contact Information

 

Add Disclaimer Statement:

Appendix B

Survey Questionnaire (Start on a New Page)

 

 

Instruction: Please indicate your level of agreement with each of the following options. Circle one response for each statement which most closely reflects your agreement/disagreement with that statement.

5=Strongly Agree             4=Agree               3=Neutral            2=Disagree         1=Strongly Disagree

1. When vetting job applicants online, I/we

• limit inquiries to publicly-available information. 5  4  3  2  1
• consider only information that relates to legitimate business needs. 5  4  3  2  1
• Use Discovery search to access applicants’ social postings. 5  4  3  2  1
• know the legal limitations. 5  4  3  2  1

2. I/we regulate and monitor employees’ work-related online conduct and

• with clear prior notice to my employees. 5  4  3  2  1
• take consistent action when necessary. 5  4  3  2  1
• think twice before firing employees due to their online postings. 5  4  3  2  1

3. I/we are aware of the following regulations

• Electronic Communications Privacy Act (ECPA). 5  4  3  2  1
• Wiretap Act. 5  4  3  2  1

 

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