Of course, HR wants to be more involved in the decision making processes of the company. They’ve got a lot to say. After all, many of them have degrees in people management and people systems.
The thing is, they often don’t get to have much input. And this isn’t because nobody respects their decisions. It’s because they don’t have time for that input.
Who’s the culprit? Work!
Mind-numbing repetitive processes that pile up and become problems in their own right as those piles become insurmountable. Tasks that need to bounce around like ping pong balls and get held up every time somebody decides to give something else priority.
All of that eats into employee engagement and reduces workplace satisfaction. Both things that you do not want happening in your workplace as both of these eat into productivity and the bottom line.
Now wouldn’t it be great if there would be easy tools available that could help in that regard?
1. Enter the Mobile Phone
The crazy thing is, there are. Everybody and your dog now have a mobile phone. Everybody carries them around and everybody uses them. That means they’re perfect for small tasks. And why shouldn’t we use them for such?
After all, we’re already able to do our online banking on our mobile phones, so why shouldn’t we able to do such things as request time off or check their pay stubs?
In fact, it can be far more than that. For example, if there is some sort of emergency that requires you to communicate something to a group of people and then make certain that they’ve read it can be easily achieved through mobile phones and the addition of a check-in app.
Another thing that the mobile phone allows is for you to communicate with staff, even if they haven’t been assigned a computer and a work station. That means that it becomes far easier for you to communicate with staff.
What’s more, you can find out how many staff actually took the time to open the emails and updates you’ve sent, which means that you have a decent idea of whether an upcoming change has been understood by the majority
2. Mobile Self Service
Similarly, tasks that previously needed the communication of an employee with HR no longer do, as these can be completely automated. Such services include the aforementioned checking of your paystubs.
It can include time tracking (after all, most phones are now equipped with GPS, thereby making it possible to track how long somebody is at the office simply by tracking their phone). Heck, the resume writing service can be automated as well. It can even include tracking if a person is completing the required training they are meant to do.
In this way, a big number of tasks that used to eat up HR time can now easily and quickly be automated, freeing up resources for more important things. What’s more, it means that employees can do these things when they want to, rather than when HR is available, which will simplify things for them as well.
3. Managers Extend Their Reach
It isn’t just employees that will benefit, but managers can benefit immensely as well. For example, they can check out personnel changes, expense reports, leave requests, and workflows all with the flick of a finger. Furthermore, they can give actionable insights and direct feedback on what’s going on.
The best part?
They don’t have to be at their work station to do it. This means they can do it during their commute time, or while they’re getting some much-needed exercise.
The result? They have to spend less time at their work station or even in the office, even while boosting the speed at which requests are dealt with and enhancing employee satisfaction for everyone.
4. The Problem?
Of course, there are several problems still around with mobile telephony and the workplace. The first would have to be the fact that there are many antiquated management practices. There are many companies that report that everything in HR is still done manually and by hand, even though there is no need for this to happen.
Often, this is the result of the people at the top not seeing innovation in these kinds of systems as their priority – largely because it isn’t their problem.
In the meantime, those employees further down who are more tech-savvy and more aware of the problems facing them, are so buried under the pile of work that having to do everything manually generates that they don’t have time to suggest improvements or make impassioned arguments about them.
Another frequent problem is that while technology systems have now spread throughout each department and every job description, many more traditional companies still believe that it’s ITs job to deal with things like this. The problem there, of course, is that IT also might not be aware that it’s a problem or, even if it does, give other problems its priority. And that can mean it can take years for this kind of implementation.
5. Don’t Fall Behind
The problem is, that can be hugely costly, as antiquated HR services don’t just cost a large amount of money, but mean that employees are not getting service as quickly or as reliably as they could be.
What’s more, when one company does embrace this chance and another company doesn’t, that’s going to be trouble for the second company, as they lose employees (particularly from their HR department) to the more efficient and advanced company.
For that reason, it’s vital that people in HR lobby for these new kinds of systems and push hard to bring it on board. That’s not just for themselves, that’s to benefit the whole company, as an effective HR department that can quickly and effectively deal with the problems and queries of the company’s employees is to everybody’s benefit.
As the safety and the utility of mobile phones have grown to where everybody by now has a 1980s supercomputer in their pocket, we’ve slowly embraced what it can do. The truth, however, is that this process is far from over. Every day we’re discovering new techniques and new ways that we can use mobile technology to enhance our lives and streamline our companies.
The HR mobile revolution that we’re talking about here is one of those changes and innovations that are only now coming fully online. Soon we’ll be left wondering how we ever managed to do HR without the use of mobile phones. In fact, soon we’ll be wondering why it took so long to embrace them towards that end in the first place.
Of course, we’re not there yet. We’ve still got to actually embrace this technology. All around us we already see it happening. Now the question is, who will stay behind and who will jump ahead.
The answer isn’t clear yet, but I wouldn’t be surprised if in the years to come we’ll see a tight correlation between that statistic and which of the companies alive today will fall and which will rise.
And I most certainly wouldn’t want to be on the wrong side of history on this one.