IMPACT AND UTILISATION OF

SOCIAL MEDIA ON HUMAN

RESOURCE MANAGEMENT
Presented By ;-
Ashween Kaur 219029
Amitoj Singh Makkar 219022
Sumeet Singh Bhatia 219017
Jaiditya Singh Dua 219010
 ABSTRACT
Employers frequently use social media in human
resource management (HRM) as a means of
understanding their workforce and cultivating
connections with them. Employers may communicate
with prospective and present workers through social
media.

Social media use has fundamentally altered how

businesses communicate with their staff and clients. Due
to this, it is now important to comprehend how social
media affects human resource management (HRM).
 INTRODUCTION
OVERVIEW: The term "social media" describes the online frameworks and resources that focus
on communication, community-based input, interaction, content-sharing and collaboration in
online communities and networks.

RECRUITMENT TRAINING COMMUNICATION

LITERATURE
REVIEW
INTEGRATION OF SOCIAL MEDIA IN HRM

• Seeking information and professional expertise; such as contacts, likes,

dislikes

2. Allows HR managers to gauge their personality based on the content they

interact with

3. Keeping in touch; informal communication

SOCIAL MEDIA
TRANSFORMATION OF
HUMAN RESOURCE
MANAGEMENT • Digital workforce: 81% of employees use their personal
devices at work, using various innovations such as social
platforms, online portals and cloud storage to assist
them.

• From "file maintenance" to "strategic business partner"

• Use of e-HRM to carry out conventional HRM processes

ADVANTAGES DISADVANTAGES

• Aids in and streamlines

managerial functions;
• Blurs the line between work
recruitment, staffing, selection
and leisure, detrimental to
and disciplinary actions
work-life balance.
• Competitive advantage
• Concerns of privacy invasions.
• Improves social culture within
• Safety concerns regarding
the organisation by allowing
organisational data.
easier communication within
emoployees.
 RESEARCH
METHODOLOGY
DATA COLLECTION
RESEARCH DESIGN
AND ANALYSIS

RESEARCH SAMPLING PLAN

INSTRUMENT
OBJECTIVES OF • To investigate the extent of social media
utilization in human resource management
THE STUDY practices.

• To analyze the impact of social media on various

subfields of human resource management. These
include Training and Development, Recruitment,
and Communication.

• To analyze whether the frequency of social

media usage for professional purposes
impacts the subfields of HRM.
 HYPOTHESIS DEVELOPMENT
Based on previous studies, the following hypotheses were formulated:

HO: THERE IS NO IMPACT OF THE UTILISATION OF SOCIAL MEDIA ON THE SUBFIELDS OF

HUMAN RESOURCE MANAGEMENT SUCH AS TRAINING, RECRUITMENT, AND
COMMUNICATION.

H1: THERE IS AN IMPACT OF THE UTILIZATION OF SOCIAL MEDIA ON THE SUBFIELDS OF

HUMAN RESOURCE MANAGEMENT SUCH AS TRAINING, RECRUITMENT, AND
COMMUNICATION.
 HYPOTHESIS DEVELOPMENT
Based on previous studies, the following hypotheses were formulated:

H0: THERE IS NO IMPACT OF THE FREQUENCY OF SOCIAL MEDIA USAGE ON

HRM.

H1: THERE IS AN IMPACT OF THE FREQUENCY OF SOCIAL MEDIA USAGE ON

HRM.
 FINDINGS
5.1 DEMOGRAPHIC STATISTICS
 5.2 LIKERT SCALE ANALYSIS

A likert scale table is made up of various likert items or statements that have been developed to
address a particular aim. On a 5-point Likert scale from strongly disagree to strongly agree,
respondents answer these statements by expressing their view.
5.2.2 Calculation of Mean Scores
 5.2.3 Likert Scale Mean Scoring- The Interpretation

The impact of social media was then determined based on the argument that a mean score of
3 represents no impact. A mean score of less than 3 represents a negative impact, and a mean
score of more than 3 represents a positive impact. Based on the above:

Mean Statistic of Training 3.7094

Mean Statistic of Recruitment 3.7854

Mean Statistic of Communication 3.9025

5.3 CORRELATION
 CONCLUSION
• This research paper aimed to analyze the impact of utilization of social media in HRM. The
study utilized a cross-sectional research design and a quantitative approach to measure the affect
of various social media platforms for the same.

• The paper also aimed to find the relation between the frequency of social media for professional
use and HRM. This was done using correlation, it was found that there was a positive correlation
between frequency and training, however no significant correlation for recruitment.

• The findings of this study are highly significant and could be useful to HR professionals for
studying and analyzing the relationship between social media in HRM. Several instruments of
social media such as LinkedIn, are proved to be highly effective in recruitment and networking
with professionals and like-minded individuals.
THANK
YOU !