With the proliferation of technology, our personal and professional lives have become more efficient, and if anything, have caused us to be more productive and satisfied with work.
For years, the human resources industry have paved the way for technology, in particular, mobile, to boost their work—and it should continue, especially that the HR function affects every employee in an organization.
Not too long ago, the only mobile-enabled HR process had to do with attendance and recruitment. But, as use of mobile devices became more ubiquitous, technology developers found a way to develop platforms to accommodate the changing nature of computing tools.
This resulted in more line and HR managers now using tablets and smartphones to review or expedite transactions in performance management and record keeping. Moreover, HR training departments are designing and delivering learning modules and performance support tools for use on mobile devices.
Even the payroll management system has turned conveniently mobile with front line employees now able to check their payroll, work schedule and submit vacation requests, or review benefits when they are away from the office.
Highlighted in an HR Systems Survey by Cedar Crestone, are the most popular HR mobile-enabled processes—payroll system, or viewing a paycheck or making changes to exemptions; recruitment or talent acquisition; performance management systems wherein employees view and respond to appraisals and managers participate in related workflow approvals; also, learning and development.
The said survey comprised responses from 1,266 organizations that represented 20 million employees. Its statistical analysis showed that access to mobile-enabled processes resulted in an organization’s improved employee engagement, higher levels of managers with direct access to data for decision-making, and an ability to attract top talent through mobile recruiting strategies.
The edge that mobile technology hands to HR departments is palpable. Here are more points that HR professionals must consider regarding the usability of mobile-enabled processes:
- Accelerated Processes
The main perk that mobilized HR technology hands its users is naturally speed in transactions. Reviewing applications and communicating with candidates from computers inhibits HR employees while they’re on the go.
Many time employees have downtime between meetings or while on businesses trips, but if they need a desktop computer to work, they’ll remain wholly unproductive. However, with HR apps at their fingertips, hiring managers can take care of little HR tasks via their smartphones and tablets. This can go a long way toward expediting company processes, thereby, saving organizations cost and time.
- Engaged Employees
A technology-driven company is appealing to the up-and-coming generation of talent, with millennials inherently digital natives.
One way to connect with them is by leveraging mobile technologies in the workplace. It is certain that young people are connected to mobile devices, and doing everything comes naturally to them.
Mobile offers companies the ability to build this immersive community where everything is at your fingertips. People should be able to consume information in the way they wish.
- Social Media Recruiting
As aforementioned, millennials are inherently digital natives and use social media networking sites such as LinkedIn, Twitter, and Facebook to seek jobs.
HR must connect with them through strengthening their social recruiting channels and incorporating multimedia, particularly fun and informative videos about the job role and the organization itself.
On Twitter, consider using a dedicated handle for job postings. For LinkedIn, seek out groups whose members are the right fit for a job opening, and then craft a headline that is concise but interesting enough to make the potential candidates read more.
- Telecommuting
Telecommuting can increase productivity, save money, and improve employee satisfaction. However, a remote workforce can present unique challenges, including employees who are absent from company culture.
The HR department should consider using technology to address this challenge by incorporating social collaboration tools (e.g., Slack, Salesforce Chatter, etc.) or online video conferencing (e.g., Skype) to simulate the face-to-face office experience.
- File Storage
Cloud is, without a doubt, driving the future of computing. Technology behemoths like Apple, Amazon, IBM, and Google are in the cloud to do a business in it.
This rings true when it comes to file and data storage. As a result, businesses will have a significant opportunity as these services become commoditized, and prices fall.
While some organizations may be road-blocked by security concerns, this does not need to stand in the way of embracing the cloud. Consider making less sensitive materials (e.g., forms, benefits overviews, directories) available via file storage.
- Native Mobile Apps
Communication in the workplace hasn’t evolved much since e-mail became widely adopted in the 1990s.
With the majority of people today in possession of a smartphone, native apps or application programs that have been developed for use on a particular platform or device provide an excellent way for employers to communicate with their employees whenever and wherever they are.
Native app technology offers easy access to relevant documents, push notifications, the ability to work offline without an Internet connection, and even the ability to take notes directly on a tablet.
An HR professional’s job all boils down to making it a point to interact with every member of an organization and understand the importance of collaboration, engagement, and efficiency in driving overall employee satisfaction and boosting the company goals.
Technology advances such aims, and the HR has the choice to maximize the help it offers.
Author
Julia Carol Esguerra is a Business Consultant at Bridge Southeast Asia, a business development and client support platform for Technology in Southeast Asia, based in Manila. Offering cloud-based solutions for Human Resources, Sales, and IT. http://bridgesoutheast.com/
