How Mobility is Affecting Human Resources
By taking advantage of mobile technology to accommodate global trends in workforce behaviour and culture, CHROs and other HR professionals can enable their organisations to achieve substantial cost reduction, whilst adding dynamism and flexibility throughout the existing structures.
Human Resources must be present in virtually every organisation, which means that there is unquestionable value in HR adopting the revolutionary mobile solutions and services which have been dominating the workplace for a number of years now. HR is, by nature, involved with every aspect of the business in some capacity, meaning that the connectivity and collaboration which is inherent with mobility is now essential for these departments.
Organisations that encourage their workforce to implement mobile technology to aid them in their daily tasks see emphatic results, with key benefits such as improved productivity and decision making, employee satisfaction, advantage over competitors, reduced costs and corporate agility becoming self-evident.
Despite these mobile employees raising some difficulties for HR in terms of management, supervision, and measurement of success, it is clear that the decision to embrace mobility is becoming more of a necessity as time goes on.
HR departments should now encourage employees to access their professional and personal data, such as emails, payroll information, work schedules, and expense reports at their own convenience, on condition that secure applications and platforms are in place to do so. As with all areas of business which have been transformed by mobility, security is a primary concern for CHROs, but is still a risk which is significantly outweighed by the rewards, for the time-being.
With smartphones and tablets now almost synonymous with the modern enterprise, employees can be easily engaged and acutely managed, whilst evolving the ways in which they carry out the key aspects of their jobs. This colossal shift towards mobility can be streamlined to ensure that the entire workforce is comfortable and capable with new the technologies coming into prominence. HR decision makers should treat the mobilisation of their workforce as a change management issue, nurturing their employees to sufficiently integrate the technology which will transform their business processes.
As well as understanding the significant needs of their employees related to mobile solutions, HR must also leverage similar technology to improve their own methods of recruiting candidates to expand their workforce.
The most obvious trend in mobile recruitment is the use of social media. As much as 94% of HR professionals use, have used or plan to use social media in their recruitment efforts, due to a quicker hiring process, as well as an increase in both quality and quantity of candidates.
Furthermore, rather than traditional face-to-face or phone interviews, HR departments can now request candidates complete one-way video interviews, a method of recruitment which has proven to be highly effective across a number of industries, and saves a great deal of time.
However, a significant gap in the market does exist, highlighted by the notion that only 7% of organisations have a mobile-optimised careers site, despite over 70% of jobseekers claiming to use their mobile devices to look for vacancies online. Consequently, mobile solution providers will unsurprisingly be viewing mobile as the future of their application and software development for HR departments.
Slightly more radical projections for the coming years involve technology which has begun gathering momentum among consumers, in the form of wearable and fully-interactive devices. The implications for the management and measurement of employee performance, for example monitoring out-of-office interaction and engagement in real-time, from a Big Data perspective, are extremely promising for CHROs and other HR professionals.