As far as firsts, SHRM included a social media lounge this year for conference attendees to stop by, network and most importantly…tweet.  With that being said, I hope to be more active on here in upcoming weeks!  Have a great holiday everyone.

Anyway, in the modern era where employees use Facebook, My Space, Twitter and personal blogs frequently, it would be strongly advisable to have a blogging policy.

For instance, at my company, if an employee has a personal blog, we have several requirements that they must agree to as a part of our policy:

• Make it clear to the readers that the views expressed are the employee’s alone and they do not necessarily reflect the views of the company
• Do not disclose any information that is confidential or propriety to the company or to any third party that has disclosed information to the company.  Consult the company’s confidentiality policy for guidance about what constitutes confidential information.
• Uphold the company’s value of respect for the individual and avoid making defamatory statements about company employees, clients, partners, affiliates and others, including competitors.
• Be careful not to let blogging interfere with the employee’s job or client commitments.

Of course, this is only if they choose to identify themselves as an employee of ours somewhere in their blog.

This will be a tremendous resource for us and we’ll be searching for people, companies, blogs and organizations to follow (for anything having to do with HR).  So if you’re on Twitter, look us up!  We look forward to it.