What’s your HR mobile strategy?
Generation Z is coming on fast and has used the Internet their entire life. They’re also the most mobile generation when it comes to technology, often preferring to use mobile exclusively. As I meet with clients around the world, many are on the cusp of pushing forward with a mobile offering of their HR systems and training content, yet lack a mobile strategy. Viewing mobile as a logical extension of their services is a great idea, but often there is more to it. Most are still struggling with their outdated HR systems that are accessed via a browser, let alone mobile access.
I have a GenZ son that had his first official job this past summer. During his application and onboarding process I was surprised to see him attempt to do everything on his iPhone. There were several times I had to guide him to my iMac to complete the data entry process. He was less than impressed with the process if it couldn’t be completed exclusively on his phone. It was at this moment I realized that organizations need to build capacity and infrastructure around a mobile strategy to accommodate GenZ, now!
For those that are pursuing a mobile strategy, consider a few questions and suggestions below. I’ve found these basic questions can help ensure they get off to successful start. Hopefully they’ll provide some guidance or insight for your mobile programs.
Will mobile provide a benefit today?
Going mobile for the sake of just providing mobile access can be a risky move. If the addition of mobile access does not provide an enhanced alternative, going mobile before solving a genuine problem could set your program back. Most cloud based SaaS providers have mobile apps and/or responsive design websites. However, content providers are still grappling with the Flash/HTML5 issue with old and new content. Identify clear problems you will solve with mobile access as well as clarity of what the user should expect.
Does your company have an organizational mobile strategy?
I’m surprised at how many companies still do not have an organizational mobile device strategy. They may in fact have a mobile device strategy, but it generally ends at providing mobile phone access to employees, or accommodates BYOD (Bring Your Own Device). Ask your IT Department if they do have a mobile strategy to determine how your HR initiatives and applications can work within the defined company strategy.
Does IT support mobile devices? Is there a mobile management device management (MDM) program in place?
Many IT Departments that have a mobile strategy, support devices through a mobile device management program, or MDM. They are installed on the device and allow remote access or control as needed for security to e-mail programs, internal networks and other data sources. Companies with MDM programs in place will most likely have an approval process and standards that must be followed. Check with your providers and arrange for technical conversations to take place with IT to ensure your program success.
What platform will be supported?
Device bias can be a problem, often causing a blind spot when considering the type of device that would leverage a mobile offering. The top three mobile operating systems today are: Android (88% Market Share), iOS (12% Market Share) and Windows Mobile. Make sure the devices you intend to leverage are compatible with the two primary mobile operating systems and offer similar experiences.
Will you have accessibility needs?
Accessibility is important to ensure all users can access your content on a mobile device. Most smartphones (Android/iOS) have built in features to handle accessibility. Take a look in the General settings of your device for numerous variables that can be altered for greater accessibility. However, beyond that, its worth asking application providers if they support the latest WCAG (Web Content Accessibility Guidelines) 2.1 standards. Don’t be surprised if many do not at this time as the WCAG 2.1 standards are the first directed at mobile and barely a year old. However, much like the web standard, look to most mobile apps to support WCAG 2.1 in the coming year.
If personal, will you accommodate – reimburse for any plan overages (i.e. going over data plans)? Is your audience eligible for overtime?
Be clear about who and what will be accessed on a mobile device to avoid penalty fees by employees that exceed their data plans. One way to prevent costs to the business or employees is to create a mobile usage contract. Leverage HR, IT and Legal Departments to ensure clarity and appropriateness of the agreement. Outline the acceptable and unacceptable parameters for use by the employee to avoid costs by both parties. Areas to be watchful for are; time spent on the device (potential overtime), or indicate wifi is preferred to avoid data plan overages.
Is it safe for your audience to use a mobile device for training; i.e. distraction concerns?
With mobile access, there are also considerations as to when and where employees should be taking training. Be clear about where and when it is appropriate to take training and where it is not. Vehicle considerations are often called out with mobile policies, some include no phone calls while driving. Similar standards should be put in place when it comes to mobile learning.
What type of material are you comfortable being viewed outside of the organization?
Different organizations have different levels of tolerance when it comes to IP and material viewed outside the confines of the business. “Geofencing” is a way to limit the areas of access for mobile content based on the device and location.
Going back to my Gen Z son and his “corporate” experience, my big take-away is that organizations have but a few years to upgrade their systems. In the HR Perfect Storm, Technology is absolutely one of the main fronts. But more so, mobile will move from a “nice to have” to a “mission critical” function faster than you can imagine. In just under 5 years (almost one contract lifecycle) Gen Z will be in the workforce and will EXPECT to do most of their work on a consumer grade platform with mobile accessibility. It’s time to make the move to better HR systems with mobile capabilities. Gen Z is coming and coming fast!