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14.11.14 - Why thinking ‘mobile’ is crucial for managing talent
As businesses pave the way for a more tech-reliant and highly connected workforce, providing employees with mobile access to company information, data, and processes has become more crucial than ever.
 
It’s not difficult to imagine why many HR divisions in organisations worldwide have already begun doing so. Being able to access information through their mobiles enables employees to work from anywhere and helps in boosting productivity – something which employees really want and are grateful for.
 
In fact, according to a report by Aruba Network, 75% of employees in Singapore stated they would choose more flexibility in working via mobiles over receiving a 5% cash bonus in a rigid workplace.
 
Also, Singapore has recently been named the number one smartphone adopter in the world by Google.
 
But the question which remains is this – with there being a clear demand and multiple benefits for businesses to go ‘mobile’, why are companies still not making their processes more mobile-friendly?
 
For instance, nearly half (46%) of HR professionals worldwide still don’t offer candidates the option of accessing their applicant tracking system (ATS) via a mobile device.
 
This raises serious concern, considering that when job-seekers can’t apply via a mobile device, 65% said they rarely return to their desktop to finish the application.
 
Admittedly, technical or resource constraints has appeared as a commonly cited reason for companies’ limited mobile accessibility.
 
But surely increased spending on HR technology is not the only solution to making businesses more mobile? Instead, companies can change their HR structure in an effort to improve both efficiency and quality of existing technology in their companies, which indicates a growing drive to get more value for the business from a more strategic function.
 
This includes managing employees’ mobile security and privacy – 84% employees have recently admitted they still lack trust in their employer’s ability to manage their mobile security and privacy.
 
Guiding employees on how to maintain a work-life balance despite the temptation to work through personal time is also a policy which companies could adopt to ensure a better usage of mobile accessibility.
 
Clearly, this transformation to a ‘mobile’ business needs to be realised, and translated into action soon.
 
Want to discuss the best and latest trends in mobile HR with senior HR experts? Don’t miss HR Tech Interactive 2014!

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