HR executives are not only responsible for attracting new talent; they manage multiple policies and business processes to improve overall employee performance, loyalty and retention. Moreover, HR executives are tasked with health and safety, regulatory and labor relation policies. The sheer volume of communication and reporting can be staggering.
Savvy HR executives have learned to link arms with the CIO to improve their department and company KPIs (Key Performance Indicators). Smartphones and business Apps are improving communication and the speed of new policy adoption, leading to direct and measurable business benefits.
New employee training and integration
Recruiting the right people is just the beginning. Getting the new team members integrated and up-to-speed to meet their objectives faster and more efficiently is a mission critical HR KPI.
HR executives are launching new training programs on mobile devices – and taking advantage of the portability, multiple OS and hardware features. In addition to traditional training content, mobile App solutions can incorporate dynamic content, including video, animation and audio. They can also connect and launch OS or hardware device features, like cameras for image capture, barcode scanning, or even launch video chat with a live trainer. These elements make the training more dynamic and interactive, thereby improving overall interest and information retention.
Sophisticated training solutions allow for the tracking and performance ranking of new employees undergoing new training. HR executives can track in real time how new employees are responding to mobile training, and report valuable new employee training and integration KPIs swiftly and effectively.
The depth and breadth of employee awareness of key corporate information is another crucial HR KPI. Employees feel more empowered and connected to an organization when they are in the information loop. However, just because important corporate or departmental information is published, doesn’t necessarily mean that it has fully reached the target audience.
HR executives are improving corporate communications through smartphones, leveraging public and private social media networks. These networks not only allow information to be disseminated, but employees are actually encouraged to discuss and provide feedback on topic with their peers. Consequently, the old unidirectional communication flow is changing; employees are now a part of a discussion and can provide instant feedback and or ask questions. Using smartphones combined with familiar social media styled tools not only improves the speed and depth of information traveling through the company – the social interaction and commenting also helps to improve employee understanding and confidence on published topics.
Measuring and tracking the success of communications becomes more sophisticated with smartphones and Apps. Built-in App analytics can report out valuable data, such as how many employees accessed key information, and how many clicked through for supplemental information. Moreover, App analytics can keep track of employee comments, feedback and questions. For example, HR executives can uncover and report which messages had higher readership and positive commenting or sentiments, based on region, division or corporate department.
New corporate policy adoption
Ensuring swift adoption of new corporate policies, or adherence to new regulatory compliance requirements can determine the success or failure of an HR executive.
When new business procedures and protocols must be applied, the tools to do so must be quick, reliable and far-reaching. Too much is at risk to rely on outdated information and document dissemination. Delays in employees using new business processes and documentation methods can sometimes result severe legal, liability or financial repercussions. Because the HR executive is in the firing line when things go wrong, they’re now looking at how smartphones and business Apps are providing sophisticated notifications and tracking analytics to aid them in new policy adoption.
Mobile devices not only allow the HR team to communicate changes, but also to publish new documentation to be used by employees in the field, ensuring that outdated procedures are eliminated and can no longer be submitted. Additionally, not only can these solutions ensure that new policies and regulations are being followed, but also they can also identify which employees are bypassing new policies, so that remedial action can be taken.
Additionally, smartphones and business Apps provide a more powerful platform to introduce new policy or business process changes to the enterprise because messaging can include dynamic content, like a video message from the CEO, reinforcing how crucial the changes are to the organization and importance of swift adoption and compliance.
Conclusion – Mobilizing HR programs empowers the enterprise
In order to more effectively train, message and listen to the workforce, HR departments must mobilize communications. This in turn will enable HR teams to improve the speed and depth of message within their organizations.
Furthermore, better HR communication mobilization means faster policy adoption, with the ability to track and reinforce it company-wide.
Finally, at the end of the day an organization’s chief focus is on numbers and meeting/surpassing objectives. With this in mind, mobile solutions can help demonstrate deeper HR KPIs, making for more accurate and expedient reporting for an organization’s brain trust and board members. The deeper the information, the more the justification for any and all HR activities.
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