HR software

2021 – a year that already bears the burden of too many expectations we have from it. However, given the current scenario, it is still uncertain if the new year will bring back the old normal. There is a fair share of chances that the new normal prevails and working from home – what we thought was a temporary option will now become a permanent change due to the pandemic we are experiencing.

Working from home or not, HR has to manage the organization’s workforce, no matter what. With the uncertainties ruling the future, the companies have understood the importance of the mobile capabilities of HRIS (abbreviation for human resource information system), and they no longer hesitate to adopt the now-common technology. One of the essential perks of a mobile HRIS is that it allows the users to access the organization’s files even when they are not on the actual office premise. Over the last few years, especially during 2020, the adoption of mobile HR software has seen a steady increase.HR software market statistics.The HR personnel expects this growth to continue evermore until mobile HR becomes a standard for every industry. In this generation, every single person carries a smartphone. Due to this reason, it seems just right to have an HRIS that supports mobile functionality. The companies that refrain from adopting the new technology to date are considered to be ‘backward.’

Reasons To Invest In Mobile-based HR Software

With mobile HRIS in demand, numerous SaaS providers have introduced mobile accessibility to their features’ list. However, every mobile interface is unique and may not have the same standards or services. Consequently, it becomes necessary to look into the services given while selecting a new HRIS system. It is a fact that not all companies will benefit from having all the aspects of HRIS available on mobile. The reasons why your organization should invest in a mobile HRIS are explained hereunder.

1.   Mobilize The Hiring

Providing mobile recruitment options is not an industry-standard yet; however, providing the same can help the springboard organizations to the next level. Today, most of the candidates for industries are millennials – tech-savvy and expectant. Having mobile recruitment options with your picked HRIS boosts your brand image in the judgment of the recruits. Resultantly, it may attract an outstanding employee that would have otherwise been overlooked by your company.

If you have a company that operates in multiple locations, hires remote workers, or has an intrinsic element of travel in the job, you may receive profit from mobilizing the recruitment process. Depending on your workplace, providing the recruiters and hiring managers the option to enter the applicant information from the mobile device and communicate with the others in the recruitment chain using the mobile functionality can be convenient.

Suppose your company operates in a sole location and the employees come to the same place to work. In that case, it is better to keep the recruitment resources immobile, preferably inside the workplace.

2.   Device Compatibility

In the market of cellular devices, the competition is increasing. There are more operating systems available than there were before, and there are more users of these operating systems than there were back then. Suppose you follow the policy of Bring your own device (BYOD). In that case, it is obligatory that the HRIS you selected works with a large variety of devices and operating systems. The effectiveness of the mobile HRIS accessibility can be dashed due to mass device incompatibility within the organization.

3.   Eliminate The Physical/ Geographical Boundaries

Typically, the companies create HR processes that require submission and approval within a short time frame. On the contrary, the managers, as well as the employees, tend to travel often as the organization expands. The employees may either travel from a company to another or might work from home. This choice means that they will not be able to operate the company’s computers in their offices during some critical times. Mobiel HRIS makes the organization’s system available to them irrespective of their physical locations.

Some mobile HRIS allows the managers directly to correspond with the employees through their specific profile pages by calling or texting them. Details viz, employee’s name, position, department, talent, and contact information are what the profile page generally comprises.

4.   Enhance Productivity

Suppose while attending a meeting, the manager requires the headcount instantly; mobile HRIS allows the manager to do the same without needing to switch on the laptop. In addition to that, the manager can use the technology to process some routine tasks before the meeting commences.

Yet another advantage of mobile HRIS for boosting productivity is that it reduces or eliminates downtime. The systems in the organizations keep improving in order to maintain the pace with increasing market demands. It is unavoidable for businesses to keep changing to maintain competitiveness and implement mobile HRIS.

5.   Accessibility Of Personal Data

It is an unspoken rule that every mobile HRIS allows the employees to access their personal data from any mobile device, PC, or tablet. This feature allows the employees to make changes in the information, viz, address, middle name, or phone number as they occur so that the data is updated quickly, and the changes are not forgotten. Allowing the employees to access their work schedules and apply for time offs/ leaves via mobile apps can prevent accidental misinformation about the leaves and help the managers save time wasted in distributing schedules.

In Conclusion

Enrollment and management of benefits can be challenging to handle when the process is annually done or done using in-house HRIS operations. The benefits of allowing employees to read and understand the different benefit options and select using mobile functions extend to other companies but may not be suitable for every company. Suppose your company has a hard time understanding the use of the system and may need assistance for many aspects of benefits enrollment and management. In that case, it is not worth the acquisition of HRIS with mobile accessibility. The new year is about adjusting to the ‘new normal’, and if the new normal is going to be working from home, the organizations would have to accept the mobile-based HR solution with open arms.