The ADP research Institute has just completed a study called Employee Self-Service and Mobile HR Applications The introduction to the study succinctly states:
“Fourteen years after the first BlackBerry® smartphone was introduced, six years after the first iPhone®, and just three years after the first iPad®, mobile access has become the ‘new normal’ for a rapidly growing number of people and organizations worldwide. In 2012, global mobile data traffic grew by an estimated 70 percent and average smartphone usage grew globally by 81 percent. By the end of 2013, the number of mobile-connected devices is expected to exceed the number of people on earth.”
Mobile HR Makes Sense
Aside from the ubiquity of smartphone technology and the rise of “bring your own device” policies, there are a number of good reasons why it makes sense for companies to adopt mobile technology for HR (and other) business functions. Reasons cited in the study include:
Convenience: Mobile applications reduce the need to access a desktop computer, replace manual paperwork with convenient mobile applications and provide immediate access to information that previously meant calling or emailing HR with questions and then waiting for a response. With mobile access, employees can update HR information when and where they want.
Speed: Mobile applications enable real-time decision-making and rapid turnaround, without the need for time-consuming paperwork or access to a desktop computer.
Productivity: Increased convenience and speed means employees spend less time managing HR issues, and the HR department spends less time handling employee requests and questions. This allows everyone to focus on value generating activity.
Accuracy: Interactive mobile HR applications, such as time entry and vacation requests, are generally automated, step-by-step processes that help reduce the chance of human error.
Expectations/Engagement: Today’s (and tomorrow’s) workforce appreciate and respect an organization that makes their job easier with mobile technology. Surveys have shown that mobile HR applications increase workforce satisfaction.
New Employees Expect Mobile HR
While this study shows that mobile usage is higher in occupations where access to a desktop computer is less readily available (e.g. construction and transportation versus insurance and finance), it also shows that usage across all industries is growing. As new entrants to the workforce exert a growing influence, mobile HR applications will soon become an expectation for a generation that is increasingly more comfortable with a mobile device than a traditional computer.
Current Employees Adopt Mobile HR
Aside from Mobile’s obvious importance to future employees, one of the most important findings that emerged from the research is the fact that mobile access to HR information garnered 60 percent more engagement than traditional web access among current employees. When it comes to HR technology and employee self-service, adoption and engagement are critical to a successful implementation—and to achieving the productivity and quality improvements the technology investment was designed to deliver. HCM technology is a game changer for HR and, fast on its heels; mobile access is shaping up to be a clear game changer for HCM technology.
It’s generally recognized that the Human Capital Management (HCM) space is heating up and that HR professionals and departments are opening their wallets and investing in technology. Existing systems are aging, cloud systems make software easier to buy and advances in user experiences make purchases more compelling.
In this flurry of growth, however, it can be easy to lose track of the long game. As we evaluate HCM vendors and a new generation of HCM solutions, we should keep in mind that it is a quickly evolving landscape and there are lessons that can be learned from ERP:
Wikimedia Commons, cucodevenegas, Creative Commons Attribution-Share Alike 3.0 Unported license
Over the past few years, gamification, the idea of using gaming elements in a business setting to help achieve a wide range of business goals, has gained popularity. In the realm of HR, this trend has some pretty significant implications. While it may be greatly beneficial to incorporate elements from game design into, for example, eLearning applications, it’s important to distinguish between adding specific game design elements that draw on the psychology of motivation and simply turning required work into a game.
When they are thoughtfully implemented, game design
With the growth of the knowledge economy, technology has become an enabler to the growing phenomenon of telecommuters or remote workers. From electronic time cards to video conferencing and GoogleDocs, the technological tools for connecting with and managing employees in the field abound.
Creating effective virtual teams, however, involves a lot more than providing cool technologies and a good broadband connection. Remote workers face a number of challenges as do the companies that employ them. Both structured and ad hoc communication with remote employees, for example, becomes critical. Supporting an awareness of the company’s vision and mission can
An actively engaged workforce is essential to business success, and fostering it is a core pursuit of human resource professionals. We struggle with questions like: Do employees come to work motivated? Do they work efficiently and independently? Are they prepared to grow from their successes…and their failures? And increasingly these days …Can technology help?
There is mounting evidence that it can. Workplace technologies that allow employees to interact and function in ways they are most familiar with contribute to overall workplace satisfaction. Self-service, for example, topped the list of employee benefits in a survey conducted in 2010 by
The news media and Internet have been sizzling ever since last week’s revelation by The Guardian and The Washington Post that the U.S. National Security Agency (NSA) has been tracking data from many U.S. phone calls as well as much of the world’s Internet traffic.
Amid retractions, corrections, denials, international concern, non-comments, and accusations galore, parsing through the implications of what exactly has been going on in both the secretive Foreign Intelligence Surveillance Act (FISA) court system and the NSA’s “PRISM” program is an important and ongoing conversation for civil
Originally posted to TLNT.com on December 17th. Joseph Fung is co-founder and CEO of TribeHR, pioneer of the industry’s first social HR platform and headquartered in Boston and Waterloo, Ontario. Connect with him at firstname.lastname@example.org.
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