How mobile are you and how mobile do you need to be? Frankly, you may be losing ground if HR, managers, and employees cannot access your human capital management ambitions and its technology platform when they want. Every user expects your HR technology to meet or beat the brains in his or her smartphone. Consequently, you should be maximizing your HCM mobility for the smartphone generation.
Research says…
The PEW Research Center reports, “64% of American adults now [2015] own a smartphone.” More pertinently, 10 percent have no broadband service other than their phone plan, 15 percent have limited options for online access, and 7 percent have limited options for online access and no broadband service at home.
Of the smartphone users, PEW identifies the traffic as shown here. It also finds that young adults, non-whites, and low income Americans are especially dependent on smartphones for online access. In addition, lower-income users are likely to seek employment on their phones, and young adults seek work, educational content, and health-care information. All these inquiries represent the work of legacy HR.
Katherine Jones, Ph.D. and Sally-Ann Cooke, researching for Bersin by Deloite (May 2015) claim that 93 percent of the studies show HCM solution providers support HR mobile applications. Since budgets began loosening, vendors have directly addressed the high demand issues of their HR customers.
Talent Acquisition and Placement
Recruiting has never been a solitary task. It “takes a village,” so to speak. And, if the research shows that you need talent and that the talent is looking for work, what you need is an engaging, accessible, and analytic tool.
Recruiting consists of a series of transactions. The more mutual and simplistic these transactions are, the happier for everyone. A fully integrated HCM platform does more than enable a phone conversation.
- It provides forms, job descriptions, and other content.
- It facilitates voice mail, email, and texting.
- It permits video and conferencing applications while it sorts and archives the data.
- It feeds a talent pipeline and makes information available to hiring teams.
Placement starts with qualifying and verifying, all of which can integrate with set-up. The platform shares the content and the process. And, it begins the operational onboarding by assigning identity, security, equipment, phones, and so on.
Present and Future
Anything that can improve employee engagement benefits the organization. Executives and managers across the operation participate in decision making on employment, performance, and dismissal. And, more and more of these transactions take place through media.
- The present asks HR professionals to revisit where they have been, determine what they need, and communicate to their software providers how they can step up to meet the challenge.
- The future asks vendors to teach HR what technology can do and to understand how it can best serve their needs in the future by maximizing the interactivity.
The cloud makes all this easier and better. It makes it “fun” for users and supportive to your needs and the corporation’s. It welcomes recruits to use their phones to verify personal information, access benefits, participate in performance assessments, review hours and pay, join in processes, provide feedback, and more. Fundamentally, your HR customers place a lot of faith in their smartphones. They want the assurance that your HCM platform can do everything they think the phone can handle. And you provide that by maximizing your HCM mobility for the smartphone generation – planning way beyond their perceived needs.