Since nearly everyone carries a smartphone, selecting a HRIS that comes with mobile functionality may seem to be the way to go. The truth is that not every company will benefit from having every aspect of the HRIS available on mobile, however. Instead of selecting a HRIS that touts massive mobile accessibility, consider the following when selecting your HRIS to make sure that it fits with your company’s specific mobile needs.
The Effectiveness of Your Current Clock in System
If your employees have gotten along very well going to a computer or kiosk at your workplace and clocking in each time, there may be no need to mobilize time and attendance functionality. Retail stores, restaurants, factories, and many other workplaces do not need mobile functionality. Workplaces in which employees travel frequently may benefit from this type of functionality, however.
The Benefits of Mobilizing Recruitment Efforts
If your company operates in multiple locations, employs remote workers, or has an element of travel inherent in the job, you may benefit from mobilizing recruitment efforts. Allowing recruiters and hiring managers to enter applicant information in using a mobile device and communicate with others in the hiring chain using mobile functionality may be beneficial, depending on your workplace. If your workplace exists in a sole location and employees typically come to that location to work, though, it may make sense to keep recruitment resources in house.
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The Convenience of Mobile Onboarding
Most workplaces could benefit from some degree of mobile onboarding, even if the company only exists in one location. Allowing employees to read information about company history and goals, submit paperwork, and sign forms using a mobile device can make the process smoother and faster for the new employee and everyone in the hiring chain.
Employee Empowerment Afforded with Self Service for Informational Changes
Allowing employees to access their own information on a mobile device and make changes as needed can afford a degree of empowerment and save labor hours for employees and managers or HR staff. Opening up access can take time and comes with certain risks, however. While there may be benefits to allowing employees to access self service for many different types of companies, the process of making the information available in that way and keeping the information safe may be taxing for smaller companies.
Ease of Mobile Benefits Management
Benefits enrollment and management can be tough to handle when the process is done manually or using strictly in-house HRIS functionality. The advantages of allowing employees to read about the different benefit options and make selections using mobile functionality extends to many different types of companies, but may not be right for every company. If your employees have a hard time understanding how to use the system and need management assistance for many aspects of benefits enrollment and management, it may not be worth it to acquire a HRIS with mobile accessibility for benefits management.
Efficiency of Mobile Scheduling and PTO Management
Mobile scheduling can be a big benefit for companies with multiple shifts that are constantly changing. Allowing employees to access schedules and request PTO remotely can save time, eliminate bottlenecks in the workplace on the day that the schedule comes out, and prevent confusion with schedules. If employee schedules generally stay the same, however, there is no real reason to worry about purchasing a HRIS with this type of mobile functionality.