5 points HR heads should focus during BYOD rollout

5 points HR heads should focus during BYOD rollout

We look at the key points HR heads need to evaluate while framing an enterprise mobile device policy in tandem with IT head 
During the framing and rollout of a BYOD policy, the HR team needs to work in close association with the IT team to ensure that clear policies are defined from the employee perspective which are acceptable to them and can be followed without much effort by the employees.
In a recent interaction with Anoop Handa – an industry veteran with about 25 years of experience in technology leadership, ex-CIO Fullerton India Credit Company and currently MD of Anlight consulting services – shared 5 key pointers which HR heads need to focus on, while framing a BYOD policy, hand-in-hand with the CIO.

• Financial liability: Who pays for the mobile device?

HR has to clearly articulate as to who is paying for the mobile devices. Many enterprises choose a BYOD strategy that requires users to pay for their own device and data connectivity, while reimbursing employees for a fixed amount that could be agreed basis level or the job role.
This strategy is effective for companies who want to save their upfront capital investments in buying end-user IT assets and putting the cost of the asset and its maintenance entirely on the employee.
Other companies may want to leverage their negotiating power in getting volume discounts and give a choice to the employee to choose among a fixed set of mobile devices that are approved and supported by the internal IT team. In this model, the IT asset remains in the company books and they continue to leverage their Telecom Expense Management (TEM) while the staff enjoys the freedom to pick a device of his/her own choice (from a selected list).

• Service and support: Defining a clear service policy for devices

It is important for employees to understand the role and responsibilities of the company staff in case of any support related issues for the personal device.
To make this clear, HR needs to put down a clear support policy wrt BYOD which covers different levels of support, break-fix or device replacement policy, a list of personal applications causing impact to working of official applications which should be used with discretion and the details of the procedures which should be followed if an employee’s device is lost or stolen.

• Corporate data wipe off: During employee exit

HR has to be clear that the company asserts the right to wipe devices brought onto the network at the time of exit. This means that any corporate data that has been sitting on the employee device can be removed by the organisation during an employee’s exit from the company, as these are critical assets of the organisation that need to be protected.
In addition, the employees must also be provided the required guidance on how they can secure their own content, keep a back-up of the same and restore personal information in cases when the phone or device is wiped off the corporate data.

• User Liability: Enhance acceptable use policy

HR team needs to build an acceptable use policy that must cover complexities of BYOD. For instance, provisions should be made to treat the personal devices for official work as notebooks and desktop computers and other equipment that connects to the company network.
Allowing personal devices to potentially connect to company VPN should clearly identify the ‘Do’s and Don’ts’ while using personal devices, thereby making employees liable for their actions in accordance to the overall acceptable use policy.

• Employee awareness and training

BYOD policy alone is not enough. HR heads need to spearhead projects that are intended to train and periodically re-train managers and eligible employees to ensure that the BYOD policy is understood and followed.
The HR team needs to keep in mind that BYOD training reinforces the employer’s BYOD policy, including all permitted as well as prohibited activities and also harassment and discrimination training.
Companies should regularly make it clear that the standard workplace practices with respect to employee conduct and language also apply to the use of personal/employee-owned devices in the workplace or for work-related activities.

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