Are You Paid What Youre Worth

Are You Paid What Youre WorthAre You Paid What Youre Worth6 steps to ask for a raise or negotiate a salary.One of the most common complaints I hear from job seekers and employees is that they are notlage paid what they are worth. I wish I had a dollar for every time I heard that complaint. I would be paid what Im worth and I could retire rich.Almost everyone, regardless of income, education, or position, believes that he or she should be earning more money. People at minimum wage obviously want to make more, but people at the highest levels also want more. A classic example is professional athletes, arguably the most overpaid people on the planet, who are forever whining that they are not paid enough. But are you really paid what you are worth? Lets explore that topic.On one hand, the belief that we are entitled to more compensation speaks well for us as individuals. We possess strong self-worth and self-esteem and believe we should be highly compensated for who we are. On the other hand, too often our expectations are not founded on the realities of the marketplace or on our ability to earn our income based on performance.If you want to maximize your compensation, there are a number of tactics you can use to demonstrate your value. Lets take a look at some of these tactics.Document your accomplishments.Here is an effective way to do that. Break your accomplishments into three parts. First, define the problem, situation, or challenge in about two or three sentences. Second, in a bulleted format, show step by step how you solved the problem or accomplished the task. Finally, in a results paragraph, describe how your accomplishment was a benefit to the organization. Use good quantitative results if possible. Otherwise, define it in strong qualitative terms. During your annual performance review, present your written accomplishments to your boss. Another strategy is to present your accomplishment summaries every 90 days, even if it is not time for your review. By showing ongoing performance, you will frequently get a raise before your review date. It is really tough to argue with well-documented performance. Odds are you will get your raise or promotion.Find a mentor.It is invaluable to have someone within your organization fighting for your success. It is not as difficult to find a mentor as some people think. It just takes the courage to ask. You might try a simple approach like the followingI have always admired and respected what you have done for the company and the success you have achieved. As I grow in this job and in my career, I was wondering if, on occasion, you would be willing to give me some advice and guidance on how I might achieve success as well?It is rare that anyone would say No to such a nice comment and question. Give it a try. The rewards will be immense.Continue your education.You can never have too much education, and you are never too old to learn. Invariably education leads to new job opportunities, promotions and pay raises. Get that college degree and then perhaps a graduate degree. But your education doesnt have to be in college. Take trade courses, training seminars, or simply conduct independent research and study. You will never regret it. Invest in yourself through education. It will produce extraordinary returns.Stay contemporary.If you are out of date and out of touch with what is happening in the world, then your earning power will go out the door. From technology advances to world news to the latest business, cultural and fashion trends, they are all relevant. With the Internet at your fingertips, staying contemporary is easy. By being able to communicate about what is happening all around us, we enhance our value and we become more marketable.Perform beyond expectations.Always do more than you were asked to do. Take schritte to achieve superior results and make unexpected contributions. You will be recognized and rewarded for it.Ask for the raise or promotion. If you have done you r homework, meaning you have followed all the steps above and established your value through exceptional performance, prepare your case and present it to your boss. You will be amazed at how often your initiative will totally launch your career in a new direction.The opportunities to earn what you are worth are out there, but it is up to you to seek them out. Your goals and expectations must be realistic and based on your value and contributions. If you are motivated and dedicated to achieving extraordinary performance, there is no limit to what you can earn.

Greatest Maritime Disaster US History

Greatest Maritime Disaster US History Greatest Maritime Disaster US History The boiler schlag of the Mississippi River Steamboat Sultana on April 27, 1865 caused one of the 100 deadliest fires ever and claimed more lives than the Titanic. The disaster was overlooked at the time because it occurred just weeks after Lees surrender and President Lincolns assassination, with most news outlets covering the end of the Civil War, Lincolns funeral train, and the hunt for John Wilkes Booth. Also, since the steamship was carrying Union POWs returning home to Midwestern states, the Army and East Coast newspapers were not eager to publicize it.The loss of an estimated 15001900 lives on the Sultana created public demand for safer and stronger boilers, and new legislation efforts began. Those involved in steam power also noticed that huge loss of life due to common boiler explosions, happening as often as every four days in the 1850s, could be prevented if safety improvements were made as larger b oilers were being built. The first insurance companies were formed, offering inspections and financial incentives for participating.A Combination of CausesThe two year-old Sultana was a 260-foot-long, wooden-hulled, twin side-wheel dampfgarer with high-pressure tubular boilers powering two steam engines. The four interconnected boilers were each 18 feet long and 46 inches in diameter, lighter and smaller, but producing more steam than typical steamship boilers of the time. The ship carried the latest safety equipment, including a safety pressure gauge that opened when boiler pressure reached 150 psi.The ship left New Orleans and traveled for 48 hours to Vicksburg with one boiler bulging and leaking. The captain was short of funds, and rather than waiting three to four days for a replacement boiler, its leak was repaired hastily and poorly, riveting a replacement patch thinner than the original boiler wall.The privately owned Sultana had been contracted by the government to transport recently released POWs up the Mississippi, and high prices were paid for each officer and enlisted man. The captain, eager to carry this valuable cargo, allowed as many as 2300 soldiers aboard in Vicksburg, more than five times its passenger capacity of 376. They departed hastily and top-heavy. The ship could handle the weight, but not with this distribution, and not with a leaky boiler.Two days later, after a stop in Memphis and another leak repair, the boiler finally gave way while struggling against an abnormally strong current. Three of the ships four boilers burst from an overpressure of steam, producing the effect of an explosion, tearing the nearby furnaces, and scattering hot coals on the midship and the hundreds of soldiers sleeping there. Fire consumed the wrecked ship, and most of those aboard were killed.It is believed that the ships rocking caused water to cascade out of the highest boilers and come in contact with the red-hot iron of under-filled boilers below. Intens e steam suddenly developed, producing a surging effect like the firing of gunpowder in a mine.AftermathAt the time of the Sultana incident, some states had boiler construction standards, but with a steamship traveling through many states waterways, jurisdiction was unclear. The Sultana explosion can be linked with many industry and legislation improvements including safety regulations and inspection services that improved how people work with themThe Hartford Steam Boiler Inspection and Insurance Company was founded the following year in 1866. Inspection standards for steamboats were strengthened. Work began on legislation culminating in 1871 with a coherent and unified body of maritime safety laws, revised for vessels propelled in whole or in part by steam in 1874. The Steamboat Inspection Service was created in 1871. Hartford began supervising construction and installation of boilers in 1879, and produced a widely accepted boiler construction standard known as the Uniform Steam Bo iler Specifications for all states to adopt.Debbie Sniderman is CEO of VI Ventures LLC, a technical consulting company.The privately owned Sultana had been contracted by the government to transport recently released POWs up the Mississippi, and high prices were paid for each officer and enlisted man.

5 steps to ruin your career

5 steps to ruin your career5 steps to ruin your careerThese are the 5 steps to follow, in order to have boring and unsuccessful career. If you want to have a fresh and exciting one, youd better read carefullyTake a job you hateSometimes people really need to take the first job they find, in order to make money for a living. Unless this is not your situation, choose your job wisely.The first reason is, that you spend a half of your life in a work. Do you really want to spend this amount of time being uncomfortable? Choose a job you love, and you will never have to work a day in your life.The second reason is, that by switching jobs too often, you can raise a negative stellung among hiring managers. They wont hire someone, who will change the mind in every few months. They are looking for someone, who will be faithful to the company.Keep your job in order to be safe and comfortableThis may be the exact opposite of the advices above. Be judicious. This all reflects the 1. rule find the job you love. If you already are in the job you hate, dont let it kill your creativity and working taste. There is too many people that are scared to quit and start a new life with a new job. Every successful person will tell you, that success is based on expanding your comfort zone. Think it through and make a first stepWait for a raise, its gotta come one day, right?Doing your job well and do something in addition may not be the worst idea. If your boss sees that you are coming up with a great work, he may raise your paycheck by himself. Unfortunately bosses are not always this empathetic. If you dont ask, you dont get. So if you feel like you deserve a raise, just ask for it. You may be surprised.Work is the reason you liveIt should not be like that. You should be able to clearly separate your private life and your work. If not, you are in danger of crossing the line. Your work may swallow you at this point. This list is really about the first rule all the way through. Find an a ppealing job for yourself. Be happy to do it and be able to do it when you are supposed to.Try to charm senior people at all costsYes, it is very important to find the right connections and to make friends at your work. But try to be yourself and genuine. People can usually feel if someone is not honest. Dont be that snake in the suit who is friendly only for his own benefits. Being yourself is the best way to find important and long lasting connections.source Cimaglobal.comDo you like this story? Share it with your friends.Share Your Feedback or Ideas in the Comments

6 Common Unwritten Rules of the Workplace - The Muse

6 Common Unwritten Rules of the Workplace - The Muse6 Common Unwritten Rules of the WorkplaceWhen you begin a role at a new organization, you may feel a warm, welcoming vibe as youre introduced to your colleagues via a company-wide email and taken out to lunch by your babo.In these early days, youll get info on how to file your expense report, order your customer print job, or book your business travel. Youll learn what the official rules of the workplace are, what policies must be complied with, and what is expected of you in the role you were hired for. Along with an explanation of the companys values, goals, and mission, your orientation may include info on cool company perks such as being able to bring your dog to work.Tzu siches abedrngnisher category of new workplace rules though thats not written down anywhere. Not only do they govern the way things actually get done, regardless of anything else you may have heard, but they also define the culture of the organization. They pic k up, writes Frances Frei and Anne Morris in Harvard Business Review where the employee handbook leaves off. Culture, Frei and Morris explain, Tells us what to do when the CEO isnt in the room, which is, of course, most of the time. Though they arent documented, they are certainly observable in the workplace. And in the immortal words of Yogi Berra,You can observe a lot just by watching. Here are six things you should observe about the rules you wont find in your employee handbook.1. What Flex Time Really MeansYou love the idea of flex time, and why shouldnt you? You took the job, in part, because you liked the idea of calling the shots about when you log on and what time you get to the office. Perfect, you thought, as you signed on the dotted line No more fretting that your boss is zeiteinteilung how long your dentist appointment has you away from your desk. But, take note. Does your workplace really embrace the flexible arrangement it boasts? Or does it seem like most of your coll eagues are at their desks by 8 AM and rarely out the door before 6 PM? Does anyone ever leave midday for a bank run, to go to the pharmacy, or even to squeeze in a haircut- or are those suspiciously comfy office chairs occupied all day long?Understanding the reality of the workday and whats expected of you- no matter what the hiring manager told you in the interview- will keep you from tripping up and help you schedule your extracurricular activities accordingly. 2. When the Work Day Actually EndsCharlotte, a woman I worked with, started her second post-college job with huge enthusiasm, a pay raise, and a sparkling brand on her resume. Then she quickly realized she had a problem that was totally going to cramp her happy hour style No one left the office until the boss did. And the boss didnt leave until 8 PM. Being the first to depart in a situation like that can be stressful. If you came in early, its likely that no one saw you arrive. If you leave early, everybody knows it. Regard less of how productive your day was, if you regularly jet hours before the majority of your co-workers, you may get inaccurately labeled as lazy or lacking drive. The most important thing, of course, is that you get your work done, and that your boss knows you got it done. If the pressure to stay late never lets up, or if your performance is deemed lacking as a result, this might not be the right culture for you. 3. The Open Door PolicyYou may find a gem of a company that will tell you the CEOs door is always open Come and share your best ideas We want to hear from you The reality may be quite different. You see, it turns out that your manager does not love the idea of you marching into the executive suite and spilling all your brilliance. Moreover, as lovely as an open door idea is, it may not always be practical. The CEO may never be around, or may rarely have a minute of time to spend with you, or any employee for that matter. If your company says it has this policy, watch to see if anyone actually uses it (and what happens when they do). Best to be informed before you invite yourself in to share your big ideas with the head honcho. 4. When Youre Expected to Respond to EmailYour manager loves to fire off detailed project emails late at night. No need to respond she says, she just needs to get it off of her mind. But the next day, when you notice that your colleagues are talking about the email exchange that happened while you were fast asleep, you feel out of the loop and uninformed. Knowing when, and how, youre expected to participate is important. So take a cue from your colleagues. Even if youre not inclined to change your bedtime just so you can respond within minutes of your supervisors message, you can take a look in the morning and get yourself up to speed with anything you may have missed overnight. 5. How to DressYou wore your finest interview attire when you were called in to meet with the hiring manager and your future team members, but do you ne ed to replicate that look on a daily basis?As you walk through your new workplace, note whether your co-workers are dressed in jeans and flip-flops or business-casual attire. Depending on your role, you may be able to jupe the T-shirt and sneakers- or you might not. But no matter what, remember that your attire plays a role in how confident, creative, and competent you feel. And it certainly plays a part in how youre perceived by the group as a whole, so dress accordingly. Oh, and be sure to check out how the team handles tattoos and piercings. Some organizations or managers will be more open to these accessories than others. Observe what your department is doing, and follow suit. 6. When to Take VacationIts been well documented that Millennials dont want to be chained to the workplace. But every company defines the concept of work-life balance a bit differently. The stated vacation policy will tell you how much time you get to take off. The culture will tell you whether or not peop le actually pay attention to that policy. Are you seeing lots of vacation days scheduled and taken by others? Or are the office absences few and far between? Even in companies that offer unlimited vacation time, employees may be reluctant to take much time off. Observing the behavior in your organization will give you a sense of what that vacation policy really looks like, and how much freedom youll have for all the adventure travel youve been saving up for. The bottom line is that no matter what you receive in your orientation materials, so much of what you need to know in your new job isnt going to be found on paper. By utilizing the powers of observation, you can get up to speed quickly. And so that you dont commit any office faux pas- or worse, put your work ethic in question- youd do well to figure out the unwritten rules as soon as youve memorized where the coffee cups are kept.Photo of man working at a startup courtesy of Shutterstock.

Marine Corps Enlisted Promotion System Explained

Marine korporation Enlisted Promotion System ExplainedMarine studentencorps Enlisted Promotion System ExplainedThe Marine Corps handles advancement based on its needs. Making advanced ranks in the Marines goes strictly by the numbers needed in the higher ranks. In the Marines, an E-4 (Corporal) has to earn his stripes and added responsibility, however, the aufsteigens to the ranks of E-2 and E-3 are pretty automatic, barring any serious offense. Promotions to E-4 and above are competitive and are based on specific vacancies within the Marine Corps jobs. Marine Corps Enlisted Slots The Marine Corps takes the number of slots it has for each enlisted rank above the rank of E-3 and allocates them to the different enlisted jobs. In bestellung to promote someone above the rank of E-3, there must be a vacancy. For example, if an E-9 retires in a certain military occupational specialty (or MOS, what the Marines call their jobs), that means that one E-8 can be promoted to E-9, and that op ens an E-8 slot, so one E-7 can be promoted to E-8, and so forth. The enlisted ranks are the following E-1, Private, Pvt.E-2, Private First Class, PFC.E-3, Lance Corporal, LCpl.E-4, Corporal, Cpl.E-5, Sergeant, Sgt.E-6, Staff Sergeant, SSgt.E-7, Gunnery Sergeant, GySgt.E-8. Master Sergeant, MSgt. First Sergeant, 1Sgt. Decentralized Promotions in the Marines (E-2 and E-3) Under decentralized promotion system, the unit, or company, is the promotion authority. In theory, the commander decides who gets promoted and who doesnt. In actuality, because there are no quotas for promotion for E-2s and E-3s, commanders pretty much promote everyone who meets the criteria, barring any egregious violations. The promotion criteria are set by the Marine Corps to ensure that the promotion flow remains stable, and everyone (regardless of MOS) can expect to be promoted in the same (approximate) time-frame. Marine Corps Promotion Criteria The promotion criteria for promotion to the ranks of E-2 to E-3 are Private First Class (E-2) - Six months Time-In-Service (TIS) with six months Time-In-Grade (TIG)Lance Corporal (E-3) - Nine months TIS and eight months TIG The promotions to E-4 and above in the Marine Corps are competitive. That means there are only so many vacancies in each grade (above E-3) in each MOS (job). Corporal (E-4) - 12 months TIS and 8 months TIGSergeant (E-5) - 24 months TIS and 12 months TIG For E-6 through E-9 promotions, the Commandant of the Marine Corps convenes a promotion board once per year. In order to be eligible to be considered for promotion by the board, Marines must meet the following Time-in-Service (TIS) and Time-in-Grade (TIG) requirements Staff Sergeant (E-6) - 4 years TIS and 24 months TIGGunnery Sergeant (E-7) - 6 years TIS and 3 years TIGMaster Sergeant/First Sergeant (E-8) - 8 years TIS and 4 years TIGMaster Gunnery Sergeant/Sergeant Major (E-9) - 10 years TIS and 3 years TIG The Difference in the USMC E-8 (Master Sergeant and First Sergeant) Master Sergeants and First Sergeants in the Marine Corps are paid the same (both are E-8s). However, the First Sergeant has a much larger degree of authority and responsibility. The First Sergeant wears special rank (with a diamond) and is the top enlisted leader in the unit. First sergeants work directly for the unit commander and are responsible for the morale, welfare, and discipline of all of the enlisted members assigned to the unit. When you are an E-7 Gunnery Sergeant you will indicate on your proficiency reports whether you wish to be considered for promotion as a Master Sergeant or as a First Sergeant. Professional Military Education (PME) In addition to the Time-in-Service and Time-in-Grade requirements, NCOs must complete designated Professional Military Education (PME) courses in order to be eligible for promotion Staff Sergeant (E-6) - The Marine Noncommissioned Officer (MCI) Course, The Noncommissioned Officer Basic Nonresident Program, or The Sergeants Nonresident Program/Sergeants Distance Education ProgramGunnery Sergeant (E-7) - Senior NCO (SNCO) Career Nonresident Program/SNCO Career Distance Education ProgramMaster Sergeant (E-8) - The SNCO Advanced Nonresident Program/SNCO Advanced Distance Education Program and The Warfighting Skills ProgramFirst Sergeant (E-8) - Either the SNCO Career Nonresident Program/SNCO Career Distance Education Program or The SNCO Resident Course, and The SNCO Advanced Nonresident Program/SNCO Advanced Distance Education Program, and The Warfighting Skills Program, and The Staff Noncommissioned Officer Advanced Resident Course Successful completion of exerzieren Instructor, Recruiter or Marine Security Guard school in the grades of corporal through gunnery sergeant can replace the requirement to complete resident PME courses, including the SNCO Advanced Resident course, provided the Marine has also completed the appropriate nonresident program. How the Promotion Board Works The Marine Corps Pro motion Board takes all the selectees (without regard to MOS), and gives them a promotion sequence number, which is assigned according to seniority. For example, if its the E-7 list, the Marines will give the lowest sequence number (0001) to the E-7 selected with the most time-in-grade as an E-6. Each month, for the next 12 months, the Marines will then release the sequence numbers of those to be promoted during that month. This ensures a smooth promotion flow for the following 12 months when the next board will meet and do everything all over again. Meritorious Promotions in the Marines In addition to the normal promotion system and below-the-zone early promotions, commanders can promote a very few, outstanding Marines via the Meritorious Promotion System. Marines can be promoted up to the rank of E-8 under this system. Promotions to the rank of First Sergeant (E-8), however, cannot be made by meritorious promotion. Additionally, meritorious promotions to Master Sergeant (E-8) a re limited to Marines in the Drill Instructor and Recruiter of the Year Programs. There are only minimum Time-in-Grade (TIG) requirements for meritorious promotions. They are the following Private First Class (E-2) - No TIS requirements necessaryLance Corporal (E-3) - No TIS requirements necessaryCorporal (E-4) - 6 months TIS** Sergeant (E-5) - 18 months TISStaff Sergeant (E-6) - 4 years TISGunnery Sergeant (E-7) - 6 Years TIS** Master Sergeant (E-8) - 8 years TIS Meritorious promotions are not used as rewards or when a personal commendation/award is appropriate. A meritorious promotion is based entirely on the Marines demonstrated capability to discharge the responsibilities and duties of the higher grade in a satisfactory manner. Combat Meritorious Promotion Program Commanding generals may award combat meritorious promotions to Private First Class (E-2) through Sergeant (E-5) in numbers that do not exceed the quarterly meritorious promotion allocations established by the Marin e Corps Commandants Office. In the cases of Sergeants (E-5) and Staff Sergeants (E-6), commanding generals make recommendations to the Commandants office who approve or disapprove the recommendations for combat meritorious promotion based on meritorious action and performance in combat or performance under combat conditions. Determination of eligibility for promotion will be based on the commands recommendation, combat performance, and past military record. Promotion Averages How long does it take to get promoted in the Marine Corps? Remember, its dependent on the particular MOS (job) and how many vacancies there are in that job. On average, one can expect to be promoted with the following time-in-service Private First Class (E-2) - 6 monthsLance Corporal (E-3) - 14 monthsCorporal (E-4) - 26 monthsSergeant (E-5) - 4.8 yearsStaff Sergeant (E-6) - 10.4 yearsGunnery Sergeant (E-7) - 14.8 yearsMaster Sergeant/First Sergeant (E-8) - 18.8 yearsMaster Gunnery Sergeant/Sergeant Major (E -9) - 22.1 years

The Number One Article on Forklift Operator Resume

The Number One Article on Forklift Operator Resume Forklift Operator Resume at a Glance Relax some while and after that you may repeat the exercise if you want. Both of these senior machine operator resume examples show the normal work. Folks who want to know mora about this job can enhance their understanding of what crane operators do by reading this informative article. Actually, our on-line forklift training classes could possibly be completed in about the identical time that it requires to watch a movie. Top 20 Forklift Operator Resume Objective you can utilize To earn a terrific forklift operator resume or CV, you want to ensure your objective statement is extremely compelling to pull in the recruiter to read the remaining part of the document. The very first indicator which you are above age and can operate a forklift, is youve completed high school. Experienced Professional Resume An experienced forklift operator is a person who has worked in the identical position for over seven decades. Naturally, forklift operating skills are transferable to some degree, and thus dont be concerned if youve only handled one sort of forklift all of your life. Attach your forklift certification to the rear of your CV to demonstrate that youre qualified. Speaking of injuries, its also advisable to emphasize your capability to operate a forklift safely. All our OSHA compliant training courses are great for practically any operator that needs to learn how to operate any Lull forklift. If you observe this guide, youre guaranteed to have a whole forklift operator resume that is certain to stick out from the rest A possible employer may use a particular font of forklift in their facility. When you select the forklift course you require, your employer will register your business and you are going to be given online access with your own account. An individual may reach a forklift certification in a large number of means. An individual which gets a forklift cert ification will usually be in need in a large number of industries for employment. Top Choices of Forklift Operator Resume The use of forklift operators entails lots of duties, tasks, and responsibilities in ensuring effective and effective movement of merchandize and other things from one place to another for their organizations. You have to create a resume that highlights the particular skills employers are interested in. Other duties could be assigned. Trying to find a position with ABC Company as a forklift operator in order to use mechanical understanding, critical thinking abilities, and robust comprehension abilities. In some instances, an employer may call for previous mechanical or operational experience, although many are prepared to train employees. Put simply, no distinctive certification must conduct the evaluation. So, be the appropriate employee. Customize it to fit the needs of the prospective employer. Forklift Operator Resume at a Glance Work aspirants s hould keep an eye out for a resume template rather than a courses vitae template. While it is necessary to have a create a single resume that youll likely use and modify for a long time, its just as important to tailor your resume for each particular job which you want to know more about. Once you have selected the jobs which you feel are most relevant, then you are going to want to order them from the most present first. The less relevant job wasnt described. Do youve got the tools you will need to have a manufacturing job. Begin with the reverse-chronological resume format. The Importance of Forklift Operator Resume If this Forklift Operator resume example was not sufficient for you, youre totally free to review a few other samples and templates from our website. Resume examples templates is a good example of internet developer cover. Review the work description. Salesperson sales this information for a courtesy to users of this website. Forklifts vary in proportion, ty pe of cab, and kind of fuel. Or if youre somebody who is searching for a new career within this field, obtaining a forklift license or certification can dramatically raise your possibility of landing of a job.

What To Do About Social Media in HR - Spark Hire

What To Do About Social Media in HR - Spark HireIncreasingly when I undertake disciplinary training with managers the question of social media often arises. Among the questions I am asked are what can we do about Facebook posts?, and can we stop employees saying what they like on Twitter? This last one is a difficult question as its a combination of yes and no which does frustrate managers who will have different views themselves on what they consider acceptable.I also receive screen shots of employee Facebook pages as evidence from managers in disciplinary cases usually along the lines of they told us they were unwell but landsee the picture of them sunbathing. Aside from wondering why employees dont set their Facebook setting to private it continues to make me think about the effect of social media on the world of HR and how employment law can feel like the wall in the middle.A changing worldThere is no question that social media has transformed ur world, particularly those of a y ounger generation who know no other world and cannot comprehend one either. For HR people it can at times feel like a double edged sword. How can we ensure we utilize it for the benefit of the business without being seen as a rather old fashioned aunty wagging our finger at employees for saying something inappropriate?We are told that HR people are frequently Googling prospective candidates and combing social sites for evidence to support whether or not they (the candidate) would make a good employee. One manager told me recently how during a skalendertag do made up of a number of friends of friends he was asked to sign a contract before the start to confirm that none of them would tag photos of each other on Facebook. I guess the saying what happens on a stag do stays on a stag do is difficult in the world of Instagram, Facebook and Twitter and again brings home the real effect of social media on the world of work or are we all becoming just a bit too paranoid?Freedom nowOn this b asis I do have sympathy for employees this is a new era with new rules and can at times feel like walking a tightrope though of course it doesnt have to be like that.When faced with criticism employees will generally argue about their freedom of speech and again there is some truth in this, with some companies imposing far too restrictive a social media policy upon their employees. If as a company we are too prescriptive about what employees can or cannot say, we will end up with bland social media with corporate message after corporate message or at the other end, rebellious comments continually trying to push the boundaries meeting in the middle being nothing of merit for anyone.Personality knocksPersonally, if I wouldnt be willing to say something face to face to someone, then I shouldnt be using social media to do it. If you havent got anything nice to say then dont say it at all isnt such a bad clich either. Social media should include our personality (if we want to share th is) but it shouldnt mean we remove our moral compass and forget how to talk to people in a constructive, fun way without being unnecessarily offensive. fruchtwein employees, if treated like adults, will become natural cheerleaders for the company, providing personality that works well with the company corporate image.What can you do?So what can HR do to support social media within the company? Firstly it must accept its existence. Whether companies allow social media in the workplace or not, with phones and tablets at the fingertips of almost every employee they will have continual access regardless. Its important to understand what your employees are using and optimize the benefits. Social media can be a fantastic aid for communication its fast, up-to-date and easily available as such, a fantastic opportunity for HR to get messages out.Its important also to consider the company culture social media should reflect this and not be at odds with each other. Social media policies, as a result, can be useful tools for employers and employees. Not to provide a list of dos and donts, but rather to set out your companys aims for social media internally and externally and how this can be achieved. Employees must also understand the boundaries and policies can enable employees to adhere to them without losing the benefit of social media by being too afraid to type anything.The futureSocial media is certainly here to stay and, for companies dealing with a number of generations with different views and experiences, will continue to provide challenges as well as great benefits. We cant stop it and we shouldnt try to but we do need to harness its potential and make it work for our own company and our employees too.For me (someone of the older generation) social media is an essential tool for my work and personal life and a real asset for HR. Facebook enables me to keep up to date with friends, I enjoy Twitter for work information and thoughts from my peers and Yammer an d Skype as I work from home. Its a fantastic way to still feel part of my company and to be kept-up-date.I cant say I wish such things were available when I was younger or that I wish my 20s were recorded for prosperity across the internet so for the new generations I do appreciate their world is very different and they face their own challenges as a result. For my part as a HR professional I can say that I have never looked on Facebook to view prospective candidates holiday photos and can say I never would some things are best not knownBut the reality is what we do is now recorded and can be used in ways we might object to this wont change so we all need to be mindful and keep those settings private and not share if we dont wish the world to potentially know else run the riskHow does your HR department handle social media? Share in the commentsIMAGE Courtesy of Flickr byJason A. HowieAbout the AuthorHeidi Thompson is a HR Consultant at Workplace Law. With excellent employment l aw knowledge, she is charged with advising senior and junior managers on all areas of HR and legal issues. She also tutors on CIPD accredited employment law study courses. Connect with her on TwitterandLinkedIn.