HR City

BYOD is a New Headache for HRs

By SiliconIndia   |   Tuesday, July 31, 2012
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Bangalore: The organization has become more lenient and the work culture is more flexible these days and the employees are provided with lot more freedom than they used to have before.  The danger involved in allowing employees to use their personal smartphones and tablets for work are more than just an IT issue.  So, the HR needs to be more concerned and pay notice to the Bring Your Own Device (BYOD ) phenomenon. According to Osterman Research, organizations will be spending 48 percent more on managing smartphone use this year as compared to 2011.

BYOD is not just a problem of IT but it’s of more concern for the HR. The three HR issues inherent in adopting a BYOD policy and ways to minimize your liability, courtesy of Joseph Beachboard, who spoke recently at the Society for Human Resource Management (SHRM) conference in Atlanta.

Wage With Respect To Time
It’s very well known that the workers will be paid for any work they do, authorize or not. Hence, many firms don’t give their employees company-owned devices like smartphones – that way, no work can be done after the working hours. But excused employees who use their own devices for work can be a reason for their company’s trouble.For Example: If an employee is on a leave. They infrequently do work on their smartphone or tablet, and if they even work for lesser amount of time that is lasting longer than a couple minutes, they may thus be entitled to an entire week’s pay.

Harassing Through Texting
We all are aware of sexual harassment as every company has its own policy to back it up. But now the major problem has arose for HR due to texting. Employees use texts more often and it’s even more casual than handling their emails. In some cases, that’s led to situations where a staffer texts something sexually explicit to another worker. That’s come to be known, cheekily, as “textual harassment” an insight by Dan Wisniewski on HR Morning.As per BYOD policy and anti-harassment training, HR repeatedly reminds the staff to use good quality verdict when communicating with colleagues on their personal devices. But it’s found that when employees use their individual devices the rules and policies are exempted.

Professional Info on Personal Devices
Companies have rules for recuperating company belongings and information from employees who quit or who’ve been fired. During the past, that’s meant things like keys, computers and company-owned devices like phones. But with BYOD the employees have company info on their individual smartphone or tablet. So, it becomes really sensitive and risky.
Hence, HRs should try to minimize the information stored on employee’s personal devices. Once we allow the storage, should have a watchful documentation of what’s retained and at the time of reliving employees should go under a documentation procedure wherein they should not recover data from their phones at their time of exit.

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