Pulwama attach on 14th Feb 2019 killed 40 CRPF soldiers in J&K in one of the largest terrorist attacks in recent times.
When such events happen, social media is abuzz views and war cries, sentiments bursting all around knowing no limits...This incident was perhaps the biggest apocalypse on social media generating anger and some celebrations at the same time. All in India....
Question for Institutions of all kinds knocks their doors: What's your Social Media policy of tolerance for your staff and other stakeholders? What's your guideline for posts and views by your students, faculty, staff etc. How do you keep track of their SM profiles and what body has been set up to hear complaints against them? What actions do you take on your staff and students, when they get FIRs against them or Govt agencies go after them for their online conduct?
Feb 2019.
Educational Institutions on Anti-National acts:
Three Kashmiri students held from two nursing colleges in Bangalore for spreading hatred by lauding Pulwama suicide bomber Adil Ahmed Dar and criticizing Indian Army. Later expelled.
Corporate Houses:
Zydus Group Cadila and MACLEODS PHARMACEUTICALS LTD. suspend Kashmiri employees, issued show-cause notices for lauding Pulwama suicide attack on Indian forces! Later fired.
Wonder why did @somaiya trust took so long to fire a School Principal with same/similar crime?
Parveen Shaikh can be found on LinkedIn, and you see that, she was the principal with Somaiya School Mumbai for past 12 years.
This post is not about Parveen! This post is about the corporate houses, educational institutions, and other enterprises in India. Do they have any policy guidelines regulating social media behavior of their staff?
Are there any permanent committee to manage such violations as reported or discovered by the firm as a routine monitoring?
If not, then, what are these HR and Corporate Communications and Compliance and Ethics departments doing in these companies?
I remember, in a firm I worked for, I had a LinkedIn post, where I had a job ad and I had tagged the firm, also mentioned that we do hire through fair practices, No honey trapping here! My intent was to not over sell and not falsify facts while hiring.
Marketing department reached out to my manager, and he asked me to remove that post. I did not and asked for more details and directly emailed the marketing and communication head. She told me that since I tagged the company, they had a problem as word Honey trapping was not appropriate, if company is tagged.
I removed company from tagging in the post, while I kept honey trapping word intact. They had no problem. I also asked her to send me the company's Social Media policy for employees and she was not able to do it.
Later, just to honor words of my manager, I removed the post.
Social media is a sensitive space for employees, students, etc. and we need a clear policy and a body to regulate and hear complaints and inquire when guidelines and policies are violated.
However, it becomes challenging when you work for a company that is run by a politician of a particular political party leaning left or right, even far left or right!
Do you think employers/institutions should even have the right to judge an employee or student based on their social media persona/avatar?
We are seeing antisemitism and pro-Palestine protests across US and European universities and local governments. taking actions...
What's your view?
Looks like, this is not just DSA (Data Structure and Algorithm) game. It is Big Data, Schematic data warehousing, layered on top with complex data modeling and various, intuitive Business Intelligence metrices, powered by AI programs, running on multiple servers using NVDIA chips to tell HR folks, here is the problem folks! We can't even imagine, what AI can add to the world of "Talent Intelligence"!
Don't trust me? Check the use case below- This will blow your mind!
Liberty Mutual Insurance faced high turnover in their auto insurance team. They spent months studying high performers to see what educational backgrounds or skills were correlated with success. Their analysis discovered a secret: the highest-performing insurance salespeople were those who loved cars. No amount of psychographic assessment would have figured this out.
Imagine if we, HR folks applied Moore's law on "Talent Intelligence", we would be able to release new versions of iPhone, every 6 months, a new Tesla model every year and a Boeing airplane (much safer) every few years!
Talent Intelligence reminds me of Linda Hill's book "Collective Genius".
Maybe people like Elon Musk already have this genie or else how would he slash 90% of hashtag#twitter /X staff and still run it, rather with better uptime and efficiency! But as an empathetic HR guy, this worries me too, as it may kill all the "Employee Farm" thing that, companies have created over decades!
I am super excited now to see hashtag#ETHR do a series of HR seminars on Talent Intelligence across Indian metros!
SHRM may even have a certification for it and Great Place to Work, "Culture Audit" team may ask companies for their Talent Intelligence policies and success stories, to anoint them with the revered certificate as a Great Employer!
Enterprise Talent Intelligence Arrives, Disrupting The HR Tech Market – JOSH BERSIN