Acquiring an HR software solution that is adaptable to mobile devices, tablets, laptops, and home computers can open up a whole new world for organizations. When employees and managers can access the HRIS from their own devices, it ushers the workplace into the future and allows for faster and more streamlined communications. However, BYOD options can also present a wealth of challenges.
Potential Productivity Gains
A study by Dell and Intel revealed that productivity levels increase when tech-savvy employees are given several different technology options. It also showed that access to a familiar and comfortable device may help employees complete their work faster. In addition, they may be able to quickly perform highly specialized functions that may have taken hours to master on another device.
Reduction in Hardware Costs
One relatively obvious benefit of introducing a BYOD policy into a workplace is that the company won’t have to foot the bill for expensive electronics and regular upgrades anymore. While it may be necessary to invest in a few up-to-date computers, employees will most likely default to their own devices. This largely shifts the responsibility for hardware from the employer to the employee.
Whenever employees or managers can access sensitive information from a personal device, security concerns arise.
If a device gets lost or is stolen, the thief or finder of the device may be able to access valuable personal information and even company secrets. Nevertheless, companies can take certain precautions to mitigate these risks by providing password protected devices, programming devices to be remotely “wiped” in the event of loss or theft, and storing all information remotely.
Labor Law Breach Concerns
Employees gain additional advantages with access to the HRIS from their own device. They are able to access training videos, information about the company, and many other work-related items on their own time.
These advantages can aid in improving employee satisfaction, but may also cause conflicts with existing labor laws if employees are opting to work outside their normal paid working hours. It is critical that rules regarding work hours and BYOD are clearly communicated and understood to avoid issues.
When employees are allowed to work from a device that is also used for personal tasks, it can improve employee contentment. Employees are free to carry fewer devices and can also keep track of every important detail in their lives from a single device. Even better, employees can choose the device that best fits their personalities and preferences for maximum engagement.
Privacy versus IT Management Challenges
BYOD policies often require the IT department to employ certain monitoring tools, in order to manage the device and assist with functionality when necessary. Unfortunately, this may cause conflict with privacy laws if the device is tracked and monitored, as usage is considered strictly personal as well. It is very important to thoroughly research privacy laws and IT monitoring options, and clearly communicate policies to employees to avoid these types of conflicts.
If you’re considering a BYOD policy, make sure that your HRIS will support it. If it’s time to upgrade your HRIS so that you can incorporate a BYOD policy, visit our vendor match page and let us help you find your best option.
Authored by: Dave Rietsema