Comments on Jessie Paul on No Money Marketing: Is Marketing the new HR?

I wish to know more about your new business ventur...

2009-11-30T16:08:38.058+05:30

I wish to know more about your new business venture Paul Strategic Writer Advisory. I need your expertise on a new B2B online venture.

Hi Jessie - Congratulations for taking a bold deci...

2009-11-21T11:53:04.214+05:30

Hi Jessie - Congratulations for taking a bold decision on enetring entrepreneur.

Well, I have nurtured a great marketing idea for the last 2 years and now I want to launch it. Pls contact me on anujchawla@vsnl.com and we can take it forward. Now, is the time as we can develop it into something really big.

Very good ideas, it is very important for an organ...

2009-11-15T10:08:05.087+05:30

Very good ideas, it is very important for an organisation to stay lean.
We are an organisation manufacturing automobile accessories.
we are looking forward to work with you

kaaya's and saad shaikh You are right in that if ...

2009-10-02T10:28:10.892+05:30

kaaya's and saad shaikh

You are right in that if all employees started praising their employers all the time there wouldn't be much credibility. so it should stay voluntary. just like a consumer posts feedback online if they really liked the service, employees could post feedback if the company wows them

Thank you Jessie. Interesting post. But I am not ...

2009-10-02T06:12:07.734+05:30

Thank you Jessie. Interesting post.

But I am not convinced if it completely displaces a maketing function's role in otherwise working on the brand that they represent.Nor on whether they completely displace the responsibilities of a HR professional.

The broader points on the policy for an employee and an employer are well thought out. But if every employee were to make a post on his employer the credibility of the information may get jeopardised.

Lets look at youtube as an example. If you were to type a search on an organisation there are personal videos that pop up with some or any reference to the organisation mentioned alongwith the usual recruitment video, press releases etc. There's simply an information overload.

Now lets consider the specific example of a tweet or a Facebook update. Their original purpose is for people to socialise and keep in touch. It's a personal need, and if an employee concentrates on posting excessively about his employer - I would just hide his posts because their immediate relevance to me as a user of FB or twitter may not be of any importance.

The policy on utilising social media will become like the different referral policies. Much hyped about, but not effective in terms of return.

You may also want to consider what happens to an individual tweets and FB updates after he moves from an employer to the next. Again credibility is jeopardised.

Organisations and HR functions have to look at how much information is relevant and effective before considering employer branding as a replacement to every other important functional responsibility of a HR professional.

Really appreciate the core idea and message of the post. Thanks for sharing.

I agree to this idea of connecting to people via s...

2009-09-29T21:48:40.513+05:30

I agree to this idea of connecting to people via social media sites..

but when you say that an employee can double up and work in on social media sites also.. that's something I'm probably confused about.. don't you think that this may prove as a forceful intervention in the personal life/space of the employee?? and this may, at some point of time, back-fire as well?

abt the topic, it was very insightful.. indeed.. :)

and what you've written can be prominently seen on Facebook and Twitter.. its already the 'in' thing for corporates.. ;)

Nicely written. I agree, it is time recruitment fu...

2009-09-25T12:53:43.243+05:30

Nicely written. I agree, it is time recruitment functions started seeing themselves as sales functions and not as processing functions. It is also time that HR started looking at the world and not only within, for if you don't..watch out, your employee has another place to express thoughts & feelings. Imagine..the power of a large organization even if 10% of its staff start blogging, sharing experiences ! Would you even need paid advertising then?

ssy - nice idea. you sign up as a brand ambassador...

2009-09-24T23:50:22.123+05:30

ssy - nice idea. you sign up as a brand ambassador, not just as an employee.
Gautam - we're doing a social media workshop for top management shortly. lot of interest in that area now

I'd love to conduct a social media workshop - to s...

2009-09-24T21:24:39.937+05:30

I'd love to conduct a social media workshop - to start with :D

Agreeing to be an employee is like agreeing to be ...

2009-09-24T20:41:46.827+05:30

Agreeing to be an employee is like agreeing to be a brand ambassador. The rules then dont change. You will never do or say anything to ruin it. In any situation when one has to represent or speak for the organization it will be their best. HR and Marketing in my opinion both play different roles to enable this. One to facilitate what the other has visualized or planned.

"Conduct a social media workshop for key employees...

2009-09-24T15:08:26.754+05:30

"Conduct a social media workshop for key employees"

Perfect! It is necessary to train employees, share company guidelines and put froth any restrictions.

Blogging policy is essential depending upon the company's brand value...

For example: if a employee endorse Small enterprises in his blog the company have chances to obtain credibility + a back link (from SEO perspective).

For a large company, this credibility might not be of that important than disclosing the insights of the firm. So, a Large enterprise may restrict to write on insights of the project or infrastructure but can allow them to share their experiences working with the company..

nice one! very well thought by Gautam Ghosh and eq...

2009-09-23T21:02:55.224+05:30

nice one! very well thought by Gautam Ghosh and equally well written by Jessie.

However, i think with the advent of social marketing there should be a new team/term "Social Energizers" or whatever formed. The team should effectively handle all thats mentioned in the blog covering both marketing and HR - hence taking away all the above from marketing and HR!

I like the old economy vs new economy thing and especially "enabling careers".