Leveraging mobility for Enterprise HR
Take time over your mobility plan and get it right in the first run
Modern HR is all about enabling your employees with anytime access to all things HR. The few organizations that have adopted the strategy early are seeing great outcomes. Others are emulating their example and getting there. As enterprise mobility protagonists and solution providers, we’ve helped over hundred HR teams take their practices to mobile. In the process, we’ve encountered and overcome numerous challenges. This is our attempt at summarizing the experience for the overall good of the fraternity.
The first question one needs to consider is does HR need one mobile app for one specific function or an app that addresses multiple needs? To answer this, let’s consider the requirements that typically drive the demand for enterprise mobility in HR:
· Managing the functional aspects of L&D and employee engagement.
· Planning, driving and measuring internal communication.
· Porting existing applications or just a part of them, say an ESS.
· Porting HR workflows such as leave and travel approval.
· The second parameter that one needs to look at is where do you start?
As is the case with any pilot, it is recommended to start with baby steps. Once the first step is marked as a success, you can scale up to achieve more. You will also find that once the impact of mobility starts showing in your organization, the need for mobile workflows will get stronger. You may realize that you need multiple apps to address the needs of your target audience. A word of caution here: That’s not a scalable approach at all.
The third aspect that an organization needs to consider is would it be a single mobile solution or multiple mobile solutions? Most HR systems include support for mobile. One would think that would make the HR segment a natural adopter of mobility. The real challenge here is actually the disparity in HR systems used. Most organizations have HR workforce accessing a range of solutions based on features and suitability to specific needs.
Would you want to duplicate the same on mobile too? I don’t think so. For one, you don’t want to ask your users to download multiple apps. And two, managing multiple apps would be difficult and frankly, an unnecessary complication.
Next, you need a mobility roadmap. Where all can you incorporate mobility for higher productivity, organizational efficiency and ROI? The list could include employee engagement, internal communications, learning and development, core HR functions and trivial HR work.
While you take up mobility with your IT team, here are a few pointers that you would want to keep in mind while conceptualizing user experience for your app: Mobility means anytime anywhere access for receiving or sending information and while mobile is always on, internet fluctuates in its availability and quality.
True power of mobile is to leverage native features like camera, location, etc. Mobile apps in enterprise don’t work the same as consumer apps, access and authentication needs to be dealt with.
As devices for content consumption are personal, security of data needs to be thought through.
Since the app needs to work on personal devices, coverage of devices is important. App lifecycle from installation to upgrade has to be managed by your users (employees) unless your IT offers OTA support.
If you are a first time implementer of mobility, be sure to:
- Get early clearances from information security and IT teams to meet planned timelines.
- Involve global as well as local IT early to get a clear idea on the process (if you are an MNC).
- Anticipate and prepare for delays caused by extrinsic factors such as connecting with internal systems (say Active Directory or core HRMS). Have a Plan B ready.
- Pick an app that supports scalability over time. It should also be extensible enough to meet additional needs.
Take time over your mobility plan and get it right in the first run. Modern HR is the future. Don’t lag behind.