Mobile HR is quickly becoming a required feature for any company that seeks to provide the best HRMS service to its employees. However, mobile does not need to function in the same way for every company. In this article we discuss different aspects of HRMS mobile functionality and how they are a best fit for their environment.
1) Mobile time and attendance
While any company can use mobile time and attendance functionality, it is not geared to a company where most employees log on to a computer and can easily clock in online. Mobile time and attendance brings advantages for a highly mobile workforce who might not have access to computers. For example, a technician who is dispatched to customer sites throughout the day may only visit an office once a week to drop off completed customer paperwork and a timesheet. Hours worked depends on the employee’s memory and are always a week behind.
Mobile time and attendance is also highly relevant for a workforce that is on the go and booking time to various customers throughout the day, such as a sales team. It is easy to use a mobile device as you are waiting for the next customer appointment, rather than leaving it until the end of the day.
2) Employee lifecycle changes
Many companies that are in the knowledge management or high tech industries will issue mobile devices to all of their employees on their first day. These companies will be highly comfortable and confident in mobile technology and will expect to be able to do most of their daily business there, including manager self-service activities such as promotions, pay changes and transfers.
More traditional companies may not have a sufficient number of mobile devices in use to justify the focus on enabling and releasing the transactions to mobile and should instead limit mobile to ‘view only’ functionality.
3) Mobile recruitment
Does your company have many travelling professionals such as sales or demonstration teams? Do you have executives who are always flying to another location and time zone? The war for talent does not wait for someone to return to the office and an email with a resume attachment is no longer a preferred solution.
Recruiters need to be able to reach hiring managers and job requisition approvers regardless of their location and mobile devices are often the easiest way to do so. Busy candidates will also expect to be able to use mobile technology to look and apply for jobs.
Mobile HRMS functionality exists to approve reqs, post jobs, share candidates and even record video responses to interview questions.
Courtesy : Heather Batyski Heather is an experienced HRMS analyst, consultant and manager. Having worked for companies such as Deloitte, Franklin Templeton and Oracle,