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Katy Caroan
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Executive Coach & HR Management Consultant Helping You Master Your Professional Assets
Executive Coach & HR Management Consultant Helping You Master Your Professional Assets

403 followers
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Meet never-settling leaders +Per Frykman +Sarah Schwab and +Lyss from BLYSS - How do they make you feel?
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"Vem äger ett varför?" - tankvärt av +Hanne Brøter 
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Inspirerande +Karin Ulfhielm deltar på favorittemat #feedback - gå inte miste om ett ämne som kan ge dig och andra en rejäl skjuts i ledarskapet!
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Nå annonserer vi de første inspiratørene til vår kostnadsfrie Virtuelle Lederkonferanse som går av stabelen 25-27 september. Tør du bli en leder man lytter til? Mer informasjon om opplegg og våre herlige inspiratører finner du via lenken. Velkommen!
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Employers need to make it easy for employees to understand not only what to do and what not to do...but also how to use social media as part of employer branding activities supporting talent recruiting, retention and exit strategies.
Social Media & Law: Ban Social Media Usage on the Workfloor?

Below article (it is in German though) from lawyer Dr. Carsten Ulbricht deals with important legal regulations for usage of Internet and Social Media in corporations.

He suggests instead of banning social media usage of employees during job-time to rather be open and develop a clear Social Media Policy. This can also be the enlargement of already existing guidelines for internet usage on the job.
As communication over Social Media channels by employees cannot be prevented anyway (and who talks about email nowadays?), employers should rather develop the social media competencies of their employees to also gain from new forms of "Employer Branding".

The employee needs to carefully distinguise between his right of freedom of expression and the comments he makes about his employer as these are not always covered by these rights.

Also sensitive information may not be disclosed. Even in his private time an employee should carefully consider what he posts on social media channels and it shouldn't be suggestive of being linked to his company.

So how should a person best divide between his information to work for a company X and his private posts and messages to prevent this might seem to be linked together? Is this a topic for you on G+, so you rather not disclose information about what company you work for?

http://www.randstad-korrespondent.de/oktober-2012/social-media-recht-teil-1.html

#socialmedia #socialmediaonthejob #socialmediaguide #humanresouces #labourlaw #privatevscommercialpostings #privacyconcern #employerbranding  
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