If you’re not in Human Resources then you may wonder what HR has to do with mobile, aside from directing questions to the right people or making sure eligible new hires are issued smartphones. Since the department’s core focus is people, not technology, it might not seem like the company’s mobile strategy would be a main concern for HR.
Except mobile devices aren’t just technology. Unlike a firewall appliance, a server or even a landline phone, mobile devices, particularly smartphones, are more than mere IT assets; they’re an extension of the person. Most people would agree their smartphone is their life. And since most people use their smartphones to access personal and business information, at any time of the day or night, the lines between work and personal time become blurred.
Employees aren’t going to turn to IT when they’re worried about fair compensation for work done remotely or after hours on personal devices – they’ll consult HR. When employees have concerns about the privacy of their personal data, they’ll be checking with HR, not their department heads. And if employees fear personal information on their device has contributed to workplace discrimination, HR will be the first place they turn to.
The blurred lines between work and personal time, and between work and personal data, have turned mobility into a HR priority. Unfortunately for some organizations, HR has had little time to catch up; fortunately, Managed Mobility Service providers bring deep experience, current best practices, and technical knowledge. The extensive knowledge of these mobility experts can be an immense asset to HR. An MMS provider’s team is full of immediate answers regarding overtime, policies, reimbursement, best practices, and more information that can make HR’s job easier.
With an outsourced MMS program, employees are able to focus on their job duties, without concerns about security or privacy. HR does not have to worry about developing and rolling out the right mobile policies, dealing with carriers, or figuring out the right reimbursement amount for each employee. Your HR team also doesn’t have to worry about policy compliance, which could lead to legal risks for the company if not all employees are on board.
Not all HR departments are heavily involved in a company’s mobile strategy, but they should be. HR stands to gain a lot: onboarding new staff becomes easier (as does ensuring departing staff aren’t leaving with more than they should), compliance with mobile-related employment laws becomes more straightforward, and having someone else worry about policy enforcement means HR no longer has to take on the role of “phone police.”
Make sure that all of your key business stakeholders are involved in your organization’s discussions about finding the right Managed Mobility Services provider. Human Resources may not be an obvious enterprise mobility stakeholder, but they definitely have a significant stake in seeing the benefits of Managed Mobility Services.