http://businessontwitter.co.uk/twitter/2010/01/using-twitter-for-hr-case-studies-what-twitter-does-for-me/ Because Twitter's not just for twits ;) Fri, 20 Jan 2012 19:29:00 +0000 hourly 1 http://wordpress.org/?v=3.3.1 http://businessontwitter.co.uk/twitter/2010/01/using-twitter-for-hr-case-studies-what-twitter-does-for-me/comment-page-1/#comment-3330 Using Twitter for HR Case Studies – What Twitter Does For Me | LeeHolcomb.com Sun, 14 Feb 2010 21:23:28 +0000 http://businessontwitter.co.uk/twitter/?p=415#comment-3330 [...] Read the full story [...] [...] Read the full story [...]

]]> http://businessontwitter.co.uk/twitter/2010/01/using-twitter-for-hr-case-studies-what-twitter-does-for-me/comment-page-1/#comment-3257 Chinese Idioms & Proverbs Everyday (13) | Tao in Shanghai Mon, 18 Jan 2010 09:55:51 +0000 http://businessontwitter.co.uk/twitter/?p=415#comment-3257 [...] Using Twitter for HR Case Studies – What Twitter Does For Me … [...] [...] Using Twitter for HR Case Studies – What Twitter Does For Me … [...]

]]> http://businessontwitter.co.uk/twitter/2010/01/using-twitter-for-hr-case-studies-what-twitter-does-for-me/comment-page-1/#comment-3251 Francine Byrd Fri, 15 Jan 2010 21:20:45 +0000 http://businessontwitter.co.uk/twitter/?p=415#comment-3251 Graham, your post about HR caught my eye because I just earned a Masters Degree in Business Administration with emphasis on HR last year. I have been trying to find a way to do HR studies that are "true" without putting employees in jeopardy of losing their jobs. There was a reply to an earlier blog I did about doing a blind study. The reply from an individual indicated there could never be a study that "truly" reflected HR "practices" because organizations would never tell what actually happens. I do tend to agree. I really think there are tons of literature from scholars about HR concepts, but not nearly enough about the acutal PRACTICES. I want to find organizations that PRACTICE these concepts and the results. I am thirsty for proof of the benefits scholars say these concepts will bring. Graham, your post about HR caught my eye because I just earned a Masters Degree in Business Administration with emphasis on HR last year. I have been trying to find a way to do HR studies that are “true” without putting employees in jeopardy of losing their jobs. There was a reply to an earlier blog I did about doing a blind study. The reply from an individual indicated there could never be a study that “truly” reflected HR “practices” because organizations would never tell what actually happens. I do tend to agree. I really think there are tons of literature from scholars about HR concepts, but not nearly enough about the acutal PRACTICES. I want to find organizations that PRACTICE these concepts and the results. I am thirsty for proof of the benefits scholars say these concepts will bring.

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