The Human Resources department have a tough job in financial companies in Australia right now. Their employers are operating in a fiercely competitive market: with rising cost of funds, shareholders looking for consistent returns on the capital invested, and increasing competition coming from outside the Australian financial system. Like HR departments in many large companies they work in an environment where they need to work with many different stakeholders within the company who are distant through geography or organisational structure. They need to continue to deliver against their responsiblities while decreasing their cost of operation, these may include:
- Employment and recruitment
- Training and development
- Employee services
- Employee and community relations
There are benefits to a strong blogging (or micro-blogging) strategy that are aligned to the goals of the HR department: the blogging strategy may involve enhancing corporate culture and collaboration, connectign with leaders, reducing emotional distance between employees, building relationships and much more.
Across our four blogs, our team is looking at strategies for:
- Internal micro-blogging
- Internal blogging
- External micro-blogging (will add link soon)
- External blogging
These strategies are designed to engage with HR’s diverse stakeholders: helping lower costs to satisfy company shareholders, improve engagement across the population of employees, meet the resourcing needs of hiring managers, improve the experience of potential employees and newly hired starters.
When you think about it, HR departments have the most to gain from a well-crafted strategy for adopting enterprise 2.0 practices and tools: blogging and micro-blogging should be an integral part of this strategy. And yet, so many organisations miss the benefits available from blogging for what can be quite a small investment … has your HR department got their blinkers on, or are they driving innovation and excellence through a brilliant blogging strategy?