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INTRODUCTION
This assignment focuses on the analysis and evaluation of HR practices, particularly
regarding employee social media policies and the implementation of a Human
Resource Information System (HRIS). The first part examines the social media policy
developed for Company X, highlighting key areas for improvement to ensure the
policy is comprehensive and enforceable. Additionally, it offers suggestions for how
Company X can encourage adherence to the policy among employees. The second
part explores the HRIS used at Sujaniambe Wholesalers and its role in managing
employee records, safeguarding personal information, and supporting organizational
efficiency. It addresses concerns around privacy breaches and provides
recommendations for how Sujaniambe Wholesalers can enhance their HRIS
implementation. Lastly, the analysis discusses the application of HR metrics and
workforce analytics in companies such as Bensubani Solar and Sujaniambe
Wholesalers, emphasizing the strategic importance of these tools in managing
employee performance, training, and talent retention.
QUESTION 1
1.1.
(a)
1. Clarification on Confidentiality and Intellectual Property Protection:
The current policy does not clearly address the protection of Company X’s
confidential information and intellectual property. A well-rounded social media policy
should explicitly instruct employees not to disclose confidential business information,
trade secrets, or proprietary information on social media platforms. This includes
sensitive company data, unreleased product information, or business strategies that
could harm the company’s competitive position if made public.
Suggested Improvement: The policy should include a clause stating: "Employees are
prohibited from sharing any confidential, proprietary, or sensitive information about
Company X, its clients, or its business practices on social media. Disclosure of such
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is” without
any representations or warranties, express or implied. The author assumes no liability as a result of
reliance and use of the contents of this document. This document is to be used for comparison, research
and reference purposes ONLY. No part of this document may be reproduced, resold or transmitted in any
form or by any means.
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information may result in disciplinary action, up to and including termination of
employment."
2. Clarification on Personal vs. Professional Use of Social Media:
The policy mentions that employees should clarify that their views are personal and
not those of the company. However, it does not offer guidance on distinguishing
between personal and professional social media use. Employees may not always be
aware of the potential overlap between personal accounts and professional
responsibilities, especially when they are closely associated with Company X. The
policy should better define the distinction between personal and professional use
and set clear boundaries for how employees can use their personal social media
accounts in relation to the company.
Suggested Improvement: A section could be added stating: "While employees may
use personal social media accounts for private expression, they must ensure that
their personal opinions do not conflict with their professional roles or damage
Company X’s reputation. Employees must avoid any appearance of acting on behalf
of the company without proper authorization."
3. Comprehensive Disciplinary Measures:
The current policy lacks specific information on the consequences of violating the
social media policy. Employees may not understand the potential repercussions of
failing to adhere to the guidelines. A well-defined disciplinary procedure will help
ensure compliance and avoid ambiguity regarding potential consequences.
Suggested Improvement: Include a section outlining possible disciplinary actions,
such as: "Failure to comply with this social media policy may result in disciplinary
action, including verbal or written warnings, suspension, or termination of
employment, depending on the severity of the violation. Company X reserves the
right to take legal action if any breach of this policy results in financial or reputational
harm."
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is” without
any representations or warranties, express or implied. The author assumes no liability as a result of
reliance and use of the contents of this document. This document is to be used for comparison, research
and reference purposes ONLY. No part of this document may be reproduced, resold or transmitted in any
form or by any means.
