Empowering employees and candidates with mobile HR solutions will result in quick task completion and, in time has been the principle belief of most software solution providers and enterprises. Values associated with mobile access such as increasing productivity and on the go access to HR tasks seemed pretty straight forward and evident to enterprises. But I am here to say that, in 2015, enterprises will have to think of mobile as more than a QUICK TASK COMPLETER. Expanding the desktop functions on mobile with quick, easy to consume, bite-sized tasks should not be the sole purpose of mobile HR solutions.
HR departments that want to invest in a truly mobile solution must start thinking how to use the mobile device in order to bring a transformational change in such a way that people and processes can work together. Enterprises must think of the problem associated with their HR processes that mobile can solve rather than jumping to a mobile solution just because their candidates and employees have mobile devices. A genuine mobile solution will be the one that will make use of the mobile features and empower the HR functions in order to provide an unparalleled experience that would otherwise seem difficult on a desktop. This kind of thinking will break the stigma that HR apps are just for completing obligatory tasks!
Let’s talk about this transformational change with an example:
51% of employees believe their performance reviews to be inaccurate. Top emotions associated with inaccurate reviews are frustration, anxiety and boredom. Does the ACCESS to a performance management solution for managers and quick tasks such as completing the review process on mobile solve this problem? Obviously, it doesn’t.
The key issue with inaccurate reviews is created due to the fact that quarterly or yearly reviews don’t record every achievement of the employee. How many of us can remember to mention during our annual performance review, how we managed small but critical customer issues, how we created an impact in a conference with meeting some key individuals and tweeted some high response tweets? Information is lost with time and managers do not have enough access to evidence to provide an accurate review. But, mobile can solve this problem and can make the recording of evidence seem possible. If employees can record their every achievement on their mobile app as they occur, notes, photos, emails, videos etc. which then feed into their performance review bucket, managers will have visibility of historic and actual achievements during the review process without employees having to remind them. Employees will feel that justice has been done to their performance rating based on the evidence provided and employees will feel more connected to their managers for positive reasons. HR can then encourage feedback as-it-happens, rather than quarterly or yearly.
Another such example is recruitment:
This example is of my personal experience and I must say that it was very delightful. I went to Mobile World Congress 2014 in Barcelona and visited a stand for a company that, as a partner, I was interested in. The company boldly printed a QR code on their exhibition stand that was for the use of job seekers. After scanning the QR code with my mobile, I was taken to their job listings page, where they didn’t ask me for my CV or ask apply with my social network profiles (which as many of you will know is extremely time consuming and often painful). Instead they asked me to record a 5 minute video in which I should tell them why they should hire me. I was extremely impressed with this recruiting approach that I could do the recording there and then whilst moving between blocks. I didn’t need my desktop or storage drive logins to upload my CV and I didn’t have to grant access to my social network profiles (that, to be quite honest, are always pretty generic). Through a video I could make an application and express my desire to work for the company. Now that’s truly mobile. That’s value creation. That’s about receiving job applications from passive candidates. So, think beyond mobile access and mastering tasks. Ask questions on what core HR issues can the mobile solution solve. Move towards a truly mobile HR solution in 2015!