Business Management

Although numerous of us grew up in a world where most technology was firmly wired towards the wall, mobile technologies have quickly and drastically transformed both our home and company environments. One write-up that highlights the significance of this evolution is a news release from Leap Frog – an educational toy company primarily based out of California – titled “Leapfrog unveils ‘baby BlackBerry’ for tots”.

Developments like these remind us of the importance of adaption when facing the inevitable advancement of technology. If globalization continues to demand a more unified world economic climate, the value of real time inter-connectivity can only continue to grow and subsequently promote an accelerated expansion of mobile technologies.

Businesses can’t afford to ignore this explosive growth or resist incorporating mobility in their daily operations. If kids are now being introduced to intelligent phones as early as the age of three, one can only imagine what long term generations will expect when it comes to the business tools required to get the job carried out. Whether or not we like it or not, mobile business options are turning into an important and strategic corporate asset in managing workers. Therefore, HR departments ought to currently be fostering a mobility thought leadership role inside their organizations.

To build on this point, in a survey of 230 organizations conducted final year by the Aberdeen Group – an info technologies advisory service – 53% of respondents stated they use mobile options for workforce management functions. It tends to make sense that this region has emerged as a prime candidate in light with the variety of internal and external scenarios where mobile options can simultaneously improve efficiency, engagement, and customer service. For instance, making schedule info available to workers via the phone or internet in actual time, having employees log in anywhere to supply scheduling preferences, remotely tracking the attendance of field workers in real time, or finding replacement workers through automated broadcast systems.

Why are organizations moving much more human capital processes to mobile solutions? Although there were a variety of answers, this survey revealed that the leading pressure guiding the adoption of mobile tools was the altering needs and expectations of multiple generations within the workforce.

As we highlighted in the beginning with the article, as younger generations come into the workforce, more and more workers are expecting to use mobile gadgets as tools to engage with their employer and facilitate obtaining the task carried out. Consequently, it should come as no shock that this survey also highlighted improved employee engagement and efficiency as benefits of making workforce management solutions mobile.

If workers are in a position and prepared to interact with the company via mobile gadgets such as cell phones, smart phones, home computers or tablets, it only makes sense to leverage and encourage this behavior.

Mobile options within the employee scheduling and time and attendance process provide increased time and cost efficiencies as managers are able to respond to issues more quickly and efficiently and employees are deployed in the most economical way. Much more importantly though, mobile solutions foster superior levels of engagement by empowering employees in everyday business operations: an increasingly vital goal for organizations seeking to attract and retain top talent today and in the future.