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A surprising statistic, certainly. Yet it is also one which has far-reaching implications for today’s business looking to position itself as an employer of choice in attracting and retaining the best of an often restricted pool of future talent, especially where specialist skills are involved.

One early example of how this is impacting on the business is in the area of developing an effective bring your own device (BYOD) policy.

Historically, the IT team has led the enterprise response to new technology developments, ensuring that any drive to achieve anticipated benefits are not compromised in such areas as cost control or security.

Yet just as there has been a paradigm shift in the broader area of the consumerisation of IT with the impetus for change switching dramatically from the enterprise to the employee, a parallel change is taking place in responding to the development of bring your own device (BYOD) initiatives.

IT is still responsible for protecting the company’s IP and financial assets of course. However, the establishment of an effective BYOD policy must now involve other departments across the organisation, as it impacts on the relationship between employer and employee in a number of ways.

For the first time, in implementing new working practices HR has a central role to play in addressing a new set of issues. These range from ensuring compliance in protecting corporate and personal data, the implications on personal taxation and the impact of BYOD on staff recruitment and retention.

To support this, the HR team can access a number of best practice BYOD solutions from third-party communications providers. These allow the business to get the best of both worlds, by driving up productivity in a secure data environment and giving staff the flexibility to do the job in a way which appeals to their ever more fluid lifestyles.

For more information, download the BYOD white paper, ‘Bring your own device: a considered approach’.

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