Read an article and answer the following questions in a min 2-page paper(double spaced) no header, APA https://hbr.org/2014/01/how-netflix-reinvented-hr How long has Netflix been using it? 2.) What can other companies learn from this organization? 3.) What do you think are the strengths and weaknesses of the organization’s use? 4.) How do you see social media use changing in the organization? Human Resource and social media In the current world of social media, where most people spend much of their time online, human resource departments should ensure that they utilize social media to fulfill various duties. Social media’s popularity has increased tremendously following the rise of platforms such as Facebook, Twitter, and Instagram, which have increased the connection among people. These social media platforms can be a better avenue to source professionals. For example, LinkedIn has at least 467 million members, and it provides a community that allows them to showcase their professional profiles and resumes (Isaacson & Peacey, 2012). LinkedIn has created a platform that human resource managers can leverage to recruit talented individuals. Therefore, it would be appropriate for human resource departments to use social media in ways that facilitate talent identification, vetting candidates, leverages multigenerational workforce, and promotes mobility and collaboration. Based on the article, the majority of firms are leveraging social media tools and platforms to support recruitment of employees (Isaacson & Peacey, 2012). This has increased the utilization of social media platforms to promote talent development in various organizations due to increased engagement of ideal candidates. Companies have realized that social media platforms facilitate talent identification and recruitment with greater efficiency than conventional talent identification tools. Consequently, human resource departments can use social media to increase employee engagement through online mentorship, diversity, and volunteer programs to support professional development and collaboration among teams. Technology and social media have facilitated the creation of online directives that they have used to advertise their operations and increase talent attraction and retention. Real-time feedback and coaching can also be employed by corporations in talent development, an aspect that makes 360-degree feedback a reality. Another way in which human resource departments can implement the use of social media is to leverage the multigenerational workforce. Each generation often has a preference on how to conduct business. For instance, although generation Y is familiar with social media platforms and can use them with ease, promptly integrating social media tools into organizations may affect the morale of baby boomers and increase their frustration. Baby boomers prefer physical interactions and engagement, including face-to-face meetings or phone calls because it does not require additional training to pursue such actions. However, the convenience of social media tools increases their appeal to generation X and Y employees because they like virtual interactions and communications (Isaacson & Peacey, 2012). Therefore, this information could be used by the human resource department to tailor the social media tools to be implemented within the entity to increase their relevance to the needs of employee groups. The increasing acceptance and integration of social media are steering companies towards creating efficient communication tools that increase engagement and knowledge-sharing within a multigenerational workforce. Communication facilitates strategic change because it guarantees continuous knowledge sharing and enhances social media acceptance through increased awareness and sensitization of employees to eliminate resistance to change. Thus, it aids the implementation of internal and external norms necessary to control social media usage in firms. Similarly, organizations must clearly define their social media policy as the adoption of social media tools readily grows. Defining a social media policy would help ensure that the corporation achieves profitability and enhances its human resource operations. Reading through the article has enabled me to understand several concepts on how an entity’s HR department can leverage social media. The article offers insight into critical concepts of social media use in HR and has made me understand some issues that I could not have expected regarding social media use in HR. For instance, I had not anticipated that traditionalists and baby boomers are still attached to face-to-face meetings despite the rise of modern communication platforms. It would be appropriate for everyone to use social media as it saves time and improves efficiency. I also learned a lot about how to manage the threats that social media presents to organizations to support its steady acceptance and implementation. Most companies strive to ensure that various forms of social media have been incorporated into their daily business routine. However, these processes are often marred with several challenges. The author made me realize that there is a need to create consistent guidelines to monitor social media usage. Besides, some establish policies on social media usage yet fail to engage and train employees; hence find their policy difficult to enforce. Nonetheless, the value of social media has been seen in companies that have embraced its use in their human resource development. As such, most people have now embraced the use of social media in their corporations. The article has changed my perspective of how social media can be used in human resource departments. Initially, I believed that social media could only be implemented in various departments such as marketing and that those of human resources could only utilize information systems. However, reading through the article has made me understand how corporations can implement social media policies and gain various benefits, such as enhanced talent management and improved workforce management. I never knew that most organizations source and develop talent from social media platforms such as LinkedIn. I always thought that LinkedIn is just a platform, but reading through the article made me understand that this social media platform could be useful to both the employer and employees. I will urge all corporations to implement social media platforms in its HR practices as this would help them improve the entity’s operations in various ways. Reference Isaacson, K., & Peacey, S. (2012). Human resources and social media, Advisory.kpmg.us. Retrieved 7 November 2021, from https://advisory.kpmg.us/content/dam/advisory/en/pdfs/human-resources-social-media. pdf. Purchase answer to see full attachment Explanation & Answer: 2 pages Tags: human resources workforce management world of social media User generated content is uploaded by users for the purposes of learning and should be used following our company’shonor code & terms of service.