Considering a BYOD policy?
Posted on August 27th, 2013 Read time: 1 minutes
Many employers have or are considering a BYOD, or Bring-Your-Own-Device, policy in the workplace. BYOD allows workers to bring computers or mobile gadgets to work with which they are comfortable and familiar. It can also bolster a culture of working from anywhere, which can be very desirable to some firms. According to BLR, a BYOD policy can increase employee productivity and morale.
However, there are also concerns associated with BYOD. In fact, BLR's 2013 HR Policies Survey found it was the area of second-greatest concern for employers after social media. This is due to potential issues that may arise from allowing employees to bring their own gadgets. There are concerns about the mix of corporate and personal data, and the vulnerability of the latter on employee devices. There are also possible human resources administration compliance issues regarding wages and hours if employees are willing and able to work at all times.
Every firm must make its own decision about BYOD, and educate all employees, whether permanent or temporary workers, about its conclusion and the reasons for it. As in any area of policy, compliance is more likely when employees understand why the rule was put in place.
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Posted on August 27th, 2013 Read time: 1 minutes
Many employers have or are considering a BYOD, or Bring-Your-Own-Device, policy in the workplace. BYOD allows workers to bring computers or mobile gadgets to work with which they are comfortable and familiar. It can also bolster a culture of working from anywhere, which can be very desirable to some firms. According to BLR, a BYOD policy can increase employee productivity and morale.
However, there are also concerns associated with BYOD. In fact, BLR's 2013 HR Policies Survey found it was the area of second-greatest concern for employers after social media. This is due to potential issues that may arise from allowing employees to bring their own gadgets. There are concerns about the mix of corporate and personal data, and the vulnerability of the latter on employee devices. There are also possible human resources administration compliance issues regarding wages and hours if employees are willing and able to work at all times.
Every firm must make its own decision about BYOD, and educate all employees, whether permanent or temporary workers, about its conclusion and the reasons for it. As in any area of policy, compliance is more likely when employees understand why the rule was put in place.
