3 Ways You Should Be Using Mobile HRMS This Year

Remember when mobile HR used to be a label or technological category in its own right? Simply having access to the HRMS or payroll system via a smartphone or tablet was a significant win all on its own, and something to be sought after. But now, “mobile” is kind of mainstream. The concept has matured and now we’re taking the access for granted and condemning those without. Asking WHAT can I access, and HOW will that access enhance my employer or employee experience? So, however shiny your BYOD program, the question is, now what?

1) Access to personal data

This is almost entry-level mobile functionality but just because it’s not new and exciting doesn’t mean that employers are getting it right. It’s time to check the foundations of your mobile HR strategy. Are your people able to access their personal data (and update it), check their online paycheck, view the details of their total rewards package, all from wherever they happen to be in the world via their trusty smartphone? What about their work schedule, shift changes, leave and vacation entitlement? That instant, anywhere access is fast becoming taken for granted.

2) Flexible recruitment processes

This year should be the year you stop using the phrase “mobile recruitment” and just say, “recruitment.” It’s time that mobile access – by hiring managers, by HR, by candidates – became just another smooth part of the recruitment machine. But, according to some industry pundits, barely a fifth of large employers have fully incorporated mobile access into their recruitment process, preferring to tinker at the edges of mobile-enablement, if at all.

Recommended Reading: HRMS Software Guide - Find HRMS Software Utilising Mobile HR

If you want to attract the best candidates, especially those of the Millennial generation, then you have to present a brand image that is up to date, and that means mobile HR.

3) Learning on the move

By definition, mobile access is an individual activity; which is partly why the first functionality people want is access to their personal data and information pertaining to their own job roles. The other big ‘personal impact’ feature is learning and that’s why this is the year to bring training, skills updates, manuals, how-to guides, and so on to your employees’ mobile device (if you haven’t already done so). It’s time for a widespread breaking away from overly-structured corporate learning (it has its place, it’s just not the whole menu) and give people access to something they can pick up when they need it.

Mobile technology is changing the way people work – a phenomenon often referred to as the consumerization of IT – and as employees become more reliant on mobile access in their working lives, so mobile HR has to keep pace and, quite simply, give the people what they want.