A major part of our unit project for ‘INN346 Enterprise 2.0’ is to draft a Social media strategy to our client (an HR department) that address  many aspects such as current challenges , main objectives , implementation plan , needed resources, Return on Investment (ROI) , benefits and training. As my classmates cover other parts in this strategy like HR and Enterprise Prospective, recruitment  . In this post, I will be focusing more on the training phase as an integral part of our strategy.

In corporations, training is an essential part of new hires’ first year. And that because training can :

And in our context, the recommended Social Media Training strategy should incorporate the following guidelines:

  • Take advantage of their Social Media knowledge: taking into account that these employees are of younger generation and that will help you skip the How to part of the training.
  • Choose the right person.  In other words, the trainer or mentor needs to have a certain level of expertise not only how to use the organization’s Internal or External Social Networks or Applications but also when you should use it and why it is useful for the new hire daily task. The problem in some organizations nowadays is  the job of training is often assigned to those within the closest proximity to the new hire and to those with the most available time.
  • Create a Wiki like document for all instructions and reference information: It will be a valuable resource for the new employee and will hasten his/her success.
  • Provide the tools to succeed. (Access to Computers, Printer, Social Networks , act)
  •  Why we use Social Media Policy, I believe is highly important that Social media policy should be introduced at the early days of the training. but what is more importantly is why we use by showing that these policies are not only to protect the employer but the employees too. As well, how these policies are different from the public social networks policies like Facebook.
  •  Align whatever you tell them with the bigger picture. I think this important too. At this stage, new hires especially new graduates may not comprehend the purpose of all the instruction and guidelines that been given by their trainer or mentor. Therefore, linking all of that with corporate Vision and Mission will help them see the bigger picture much clearer.


So, do you think we need to add \address other points to our training strategy?