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Networking is a specific calling competence critical in this epoch of boundaryless callings. Networking represents proactive efforts by persons to develop and keep personal and professional relationships with others for the intent of common benefits in their work or calling. In today ‘s fast-paced, planetary, hi-tech environment, one ‘s willingness and comfort with networking can significantly impact one ‘s ability to set up contacts and acquire interviews for occupations. Research has shown that 70-80 % of all professional occupations are non obtained through classified advertizements ; instead they are obtained through effectual and consistent networking.

A more diverse web of contacts can widen one ‘s range into different societal circles and accordingly heighten one ‘s calling chances such as obtaining faster publicities and happening occupations. It follows that more publicities and new occupations typically provide one with enhanced compensation. Such networking accomplishments are important for calling and personal success. Career success i.e. occupation satisfaction and calling satisfaction has many touchable and intangible benefits to the employees and organisations.

However many persons feel uncomfortable with or unskilled in networking. In peculiar, the chance of networking can be instead chilling for employees who may accordingly forbear from networking with others.

Given the importance of networking for organisations and employees, the paper discusses the benefits and challenges of networking. It besides throws visible radiation on how HR section can play a strategic function by supplying instruction and preparation, chances to pattern, and consistent feedback so that the employees can go more comfy and effectual in their networking behavior.


In today ‘s fast-paced, planetary, hi-tech environment, one ‘s willingness and comfort with networking can significantly impact one ‘s ability to set up contacts, acquire interviews for occupations, and place and cultivate wise mans. Such networking accomplishments are important for calling and personal success ( Janasz & A ; Forret, 2007 ) . An educated conjecture gauge 70-80 % of all professional occupations are non obtained through classified advertizements ; instead they are obtained through effectual and consistent networking.

Our relationship with others are a resource that can supply new thoughts, timely information, occupation chances, concern leads, influence, and societal support ( Baker, 2000 ) . The persons one knows through networking are the one ‘s who subsequently on portion information about possible chances or introduce persons to others who have this information. Persons try to construct and keep webs by naming and sing people, socialising before and after regular formal meetings, go toing societal activities such as parties or tiffins, carry oning Tourss and entertaining visitants, making favors, supplying mentoring and advice, giving gifts, utilizing signifiers of insinuation such as congratulations and praises, organizing confederations and sponsorships, go throughing on chitchat and information that is of import to another director, and prosecuting in informal conversation about non-work subjects such as athleticss, household and recreational activities who can supply needed information and chances ( Michael & A ; Yukl,1993 ) . Because of its focal point on edifice and nurturing personal and professional relationships to make a system or concatenation of information, contact and support, networking has become critical for single every bit good as organisational success.


Networking represents proactive efforts by persons to develop and keep personal and professional relationships with others for the intent of common benefits in their work or calling ( Forret & A ; Dougherty, 2001 ) . It has been long realized that the best occupations come from word-of-mouth. Many people spend clip in logging on to assorted occupation web sites for seeking occupations and posting their sketchs.

The opportunity of acquiring a call-back is really less because the human resource director is overloaded with 100s of sketchs from other interested campaigners. It would salvage a batch of attempts and money of an single if there had been some friend at the company who could urge his/her name. Networking as a calling direction scheme is of import as the load of duty for one ‘s calling, has shifted from the organisation to the person, with the impression of employability going one ‘s calling end ( Arthur & A ; Rousseau, 1996 ; Sullivan, 1999 ) .

Developing interpersonal relationships through networking is considered to be a specific calling competence vital for pull offing one ‘s calling ( Arthur, Claman, & A ; DeFillippi, 1995 ) . Research on protean calling has stressed on the importance of executing self-assessments, obtaining developmental work experiences and networking ( Hall & A ; Mirvis, 1996 ) . Luthans et Al. ( 1988 ) in their survey of 457 directors of public and private organisations found that directors engaged in four types of activities: traditional direction, everyday communicating, human resource direction and networking.

Of the four types of activities Luthans et Al. found that networking, which was defined as interacting with foreigners and socialising or politicking, had the strongest relationship with managerial success. In a sample of 247 directors stand foring 19 companies in assorted industries Michael and Yukl ( 1993 ) found that both internal networking ( interactions with others in the organisation ) and external networking ( interactions with foreigners such as client and providers ) were shown to be related to rate of promotion in the organisation.

2.1 Network benefits and Career Success

It has ever been expected that entree to information and entree to resources associate to objective calling success. First, greater entree to information and resources should heighten single work public presentation. Information and resources have been noted as contextual factors that empower employees taking to higher degrees of motive and public presentation ( Spreitzer, 1996 ) . Improved work public presentation and adding value should heighten an person ‘s nonsubjective calling results ( Burt 1992 ; London & A ; Stumpf, 1983 ) . Second, information and resources are cardinal bases of societal power ( Gallic & A ; Raven, 1968 ) .

Gould and Penley ( 1984 ) examined the relationship between networking and salary patterned advance for 217 male and 197 female clerical, professional, and managerial employees of a municipal bureaucratism utilizing a two-item graduated table and they found that networking was positively related to salary patterned advance for directors merely. Greater entree to information and resources will increase an person ‘s organisational repute ( Kilduff & A ; Krackhardt, 1994 ; Tsui, 1984 ) , and the person will be perceived as more powerful or influential in the organisation ( Brass, 1984 ) .

These perceptual experiences should do the single better able to procure valuable organisational wagess independent of her or his existent public presentation ( Ferris & A ; Judge, 1991 ; Luthans et al. , 1988 ) . Besides entree to information and entree to resources are positively related to career satisfaction. Having entree to relevant organisational information and to resources such as financess, stuffs and infinite should increase feelings both of control and competency at work ( Gist & A ; Mitchell, 1992 ) and of psychological authorization ( Spreitzer,1996 ) .

Psychological authorization in general and self-government and competency in peculiar are extensions of occupation design theory ( Kraimer, Seibert, & A ; Liden, 1999 ; Spreitzer, 1996 ) harmonizing to which enriched occupations are more hearty to persons ( Spreitzer, 1996 ) . Therefore employees who feel greater psychological authorization with regard to their callings should be more satisfied with their calling advancement. Theory supports the being of a relationship between entree to resources and calling satisfaction.

2.2 Types of Networks
Formal Networks

Formal webs or web groups are officially prescribed relationships among functionally defined groups, that exist for the intent of carry throughing some organisational undertaking ( Ibarra, 1993 ) . Formal webs tend to be public, official, and have clear boundaries ; they besides tend to hold an identifiable rank and expressed construction and are officially recognized by employers ( McGuire, 2000 ) . Formal webs increase the value and lower the costs of coaction among professionals.

Since formal webs stimulate interactions that the organisation patrons and encourages, they can be managed. Formal webs can be expected to be associated with increased calling satisfaction because they may increase the strength of relationship among their members. Network group members will cognize more people or cognize them better than earlier. Therefore, engagement in formal webs can be expected to supply its members with added information, mentoring and political support and this will be positively related to career satisfaction.

Informal Networks

Informal webs tend to be personal, voluntary and unstable boundaries. Engagement in informal webs is non officially governed or officially recognized ( McGuire, 2000 ) . Informal societal web activities are with organisational members who portion for case, common societal involvements and are frequently used as a agency to socialise among co-workers and to take part in activities they enjoy. Organizational issues are frequently discussed on the side. Personal societal webs both within and outside of companies increase the value of coaction by cut downing the hunt and coordination costs of linking parties who have related cognition and involvements.

2.3 Building Social Capital

Social capital is any facet of societal construction that creates value and facilitates the actions of the persons within the societal constructions ( Coleman, 1990 ) . It signifies resources i.e information, influence, solidarity that an person has in one ‘s disposal by agencies of the nature of one ‘s relationship ties with others and one ‘s place in a peculiar societal construction ( Adler & A ; Kwon, 2002 ) . Networking can better one ‘s societal capital by act uponing ( 1 ) the size of their societal webs ( 2 ) the strength of their relationships in the societal webs ( 3 ) their form of relationships in their societal web, and ( 4 ) the resources of their societal web ( Forret, 2006 )

Size refers to the figure of members in a societal web. Larger webs have been identified with assortment of benefits. Morrison ( 2002 ) found that holding a larger friendly relationship web was positively related to societal integrating and holding a larger information web was associated with increased organisational cognition and undertaking command. The size of one ‘s strategic information web was positively related to figure of publicities ( Podolny & A ; Baron, 1997 ) .

Strength of relationships in societal webs refers to the grade of intimacy that characterize a relationship. Differences in the sum of societal capital available through one ‘s relationships can bring forth differences in calling results. Granovetter ( 1973 ) in his survey of random sample of occupation modifiers found that 56 per centum got their occupations through a personal contact ( and of import determination was that 84 per centum of this 56 per centum, received occupations through a contact they saw on occasion or seldom ( i.e weak ties ) . He besides found that those who get occupation based on a referral receive a higher wage and have a higher degree of occupation satisfaction compared to those who got occupations by other methods like reply ads or through a hunt house. Networking relationships are typically considered to be weak ties ( Keele, 1986 ) and therefore, a good beginning of information about occupation chances and other aid.

The form of relationships in a societal web is discussed by Burt ‘s ( 1992 ) structural theory, which exists when there is no connexion between two members of a societal web. This gives rise to diverse information and consequences in upward mobility and greater managerial public presentation ( Burt, 1992 ; Podolny & A ; Baron, 1997 ) .

The resources of a societal web refer to the benefits that may be derived. In peculiar developing relationships with high position persons has the possible to supply valuable results. Networking has been found to be related to career results of directors such as publicities and salary patterned advance ( Forret & A ; Dougherty, 2004 ; Michael & A ; Yukl, 1993 ) every bit good as to more immediate benefits such as information and thoughts, societal support, occupation hunt aid, and concern aid ( Forret & A ; Dougherty, 1997 ) .

2.3.1 Model of Social Capital Effects on Career Success

Harmonizing to analyze done by Seibert and Liden ( 2001 ) , two steps of societal web construction, weak ties and structural holes are positively related to the degree of societal resources embedded in a individual ‘s web, measured as the figure of developmental contacts in functional countries of an organisation other than their ain and at higher degree in the organisation. Social resources were in bend positively related to current wage, figure of publicities over the calling, and calling satisfaction through their positive relationships with three steps of web benefits- entree to information, entree to resources, and calling sponsorships.

3. How HR can assist employees in networking:
1.Educate employees on importance of networking
: :

Many employees do non to the full understand the pattern or value of networking. Some perceive it as utilizing or inquiring particular favors from others to derive an unjust advantage. Some employees do n’t recognize that they have already practiced networking. By supplying instruction and preparation, chances to pattern, and feedback persons can go more comfy and effectual in their networking behaviors ( Janasz & A ; Forret, 2007 ) . Educating employees on the ways they can offer aid like encouragement and support, sharing cognition, acquiring introduced to people, can assist them go valued spouses in the relationship ( Barton, 2001 ) .

2.Take enterprises in developing Network groups
The HR director should take enterprise in developing Employee Network Group ( ENG ) and guarantee that it:

Is focused on the concern related issues
Is unfastened to all employees
Has a local / national organisational construction with officers and holds periodic meetings
Has an overall mission aligned with the company ‘s concern intent
Is involved in member professional development activities, concern partnerships and community activities.

Serves as a bipartisan communications channel with senior direction, sensitizing direction to employees ‘ concerns and pass oning company messages to employees
Employee web groups add important value for the employees who participate, the extent communities in which they interact, and the organisation ‘s bottom line. Belonging to a web can enable its members to go more seeable in the community and their profession. It besides provides its members with the assurance they might necessitate to be nominated for publicity. Networks besides provide their members with support and information.

Employees who participate in ENG meetings can acquire alone networking and acquisition chances. Employees get practical undertaking direction accomplishments by forming professional development workshops and community engagement work. The ENG functionaries and commission duties provide leading development chances that may spread out far beyond the employee ‘s regular occupation.

3. Conduct accomplishment constructing & A ; experiential exercisings

Janasz & A ; Forret ( 2007 ) found these exercisings useful for undergraduate and alumnus concern plans, which really good can be applied for employees every bit good, for supplying employee preparation. Skill constructing chances in how to near other people and present themselves, every bit good as chances to larn how to prosecute in ‘small talk ‘ to assist happen countries of common involvement can heighten persons ‘networking abilities ‘ :

Exercise 1: Handshake

The handshaking is an built-in portion of face-to-face, networking in many civilizations. It is one of the really first ways in which we develop feelings of other persons. The employees should be given a state of affairs for role-play where they agitate custodies with clients, or with people whom they wish to develop relationships. Feedback and treatment should be taken related to differences in organic structure linguistic communication ( oculus contact, smiling ) , differences in hand-shakes ( house, sweaty, bone suppression squeezings, wilted clasps ) .

Exercise 2: 30 seconds Commercial of Self Promotion:

Networking for occupation chance will be more fruitful if the individual looking provides specific information about his demands, desires and marketable accomplishments. After fixing their commercials, the participants should partner off up and present. Hearers presenting as possible clients should be supplying positive and constructive feedback. Then the role-play is reversed.

This is particularly helpful to peculiarly those who are diffident or hesitating about networking. It reduces their fright of networking by practising in a non-threatening environment. It besides reinforces the intended benefits by hearing positive feedback from their spouses about their accomplishments and achievements. It besides provides chances to larn from other people ‘s positive facets and besides errors.

Exercise 3: Networking Simulation – Using networking accomplishments to do connexions
In this exercising the participants build on their antecedently practiced accomplishments ( a positive salutation including steadfast handshaking and oculus contact, jointing 30 2nd commercial ) in a given event that requires velocity networking. The set is an employee professional organisation, or community event. Role assignments are handed out, and participants are instructed to read their function and see ways to near others about turn uping resources that will turn to their demands. After few proceedingss of readying participants are given 15-20 proceedingss to web at this fabricated event. They are encouraged to do a positive feeling even if the people are of no immediate usage. Besides, they can courteously inquire the less utile participants to direct them to others who may be more utile.

There are two sorts of networkers: those who are self-oriented and those who are focussed on others. In the short term both types of networkers may acquire what they want, but in the long term, those who are focused on others are more successful. In the long-run those who are approached by the selfish networker might experience taken advantage of by that person. At a ulterior day of the month if the networker contacts the individual, there is possibility that the individual will be less willing to assist.

By this exercising participants will larn that networking is n’t easy as it looks. It is n’t merely go throughing concern cards. Alternatively it requires great concentration and sincere attempts ( e.g. retrieving names and chances to assist self and others ) . They have fun and derive valuable experience with an exercising that provides a reasonably realistic yet comfy chance to pattern their accomplishments at networking.

Exercise 4: Networking Quiz

A networking quiz can be conducted to cognize whether the employees are: networking in the organisation, networking in the profession and networking in the community ( Janasz & A ; Forret, 2007 ) . Consequently, feedback can be given that whether they are networking plenty and if non so where should they be concentrating their networking attempts.

4. Promote mentoring relationship

A mentoring resource refers to an sole intensive relationship between the focal persons and a more powerful and experient organisation member the wise man ( Kram, 1985 ) . Mentoring can be incorporated in a formal program of employee development. Effective wise mans serve to widen their proteges skylines by assisting with networking and by presenting them to identify organisational forces, which decidedly helps them in their calling.

4. Decision

Those who do non web will fall behind in today ‘s competitory and planetary environment ( Riddle, 1998 ) . Luckily these accomplishments can be learned and applied in a assortment of contexts. For those who are diffident, networking can be achieved through means other than face-to-face such as an electronic mail or missive ( Whiting & A ; de Janasz, 2004 ) . After addition in assurance and competency, these attacks can be combined with more direct face-to-face methods such as meetings and conferences. Relationships non merely necessitate to be built but besides need to be maintained to be effectual.

Informing employees that the most effectual networking relationships have this collaborative quality, so that persons unfeignedly desire to assist one another win should assist them derive a greater grasp for the attempt involved and the possible calling chances that may originate. The experiential exercisings will assist employees to increase their apprehension of the power of networking and besides assist them discover networking possible and their ability to tackle such potency for personal and professional success.

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