Unforeseen hitches of allowing employees to bring their own devices to work

What is BOYD?

Technology is advancing in leaps and bounds and one of the recent impacts of technological devices in the workplace is the BOYD phenomenon. BOYD, short for ‘bring-your-own-device’ permits employees to work accessing their personal devices, like smart phones, tablets or laptops. While this makes the work process much more flexible, it comes with its own baggage. This development is only a few years old, but it is quickly gaining credence with the young techno-savvy employees. IT analysts predict that by 2017 BOYD will be covered by a majority of companies in their workplaces.

Laws and policies are being evolved by the IT sector to accommodate and outline the pros and cons of BOYD. This situation calls for deft handling by the HR departments of companies where they communicate the transitional meanders between the management and the employees over the dos and don’ts of BOYD.

The zones you should develop to integrate BOYD into your workplace

While companies rush to pull the strings of security around their company information, employees complain about the inconveniences of being monitored even on their personal devices. Together with their HR, companies should strike a balance to accommodate technology while being mindful of their employees’ privacy. Here are a few areas your work should concentrate on.

  • Before BOYD, the security concerning mobile devices was generally limited to devices owned by the company that employees accessed. But now with the inclusion of BOYD, expand and upgrade your policies to bring software and hardware owned by your employees under the scanner. This should feature an apt user agreement to discuss the eligibility and utilization of devices brought by employees for professional purposes.
  • Some companies employ fledgling systems like COPE (corporate-owned-personally-enabled) and CYOD (choose-your-own-device) to gain control over the company records used by workers. But these do not entirely work if they permit personal usage to employees. Whatever be your terms you have to be careful not to access private information of your employees.
  • Surveys have come up with findings that say a substantial share of employees are likely to keep and use company data in the event of resigning. So protect your private corporate information. The COPE and CYOD formulas offer more security for they can be checked for abuses of company protocol.
  • Conversely, you should gauge the consequences of employees doing company work after office hours through personal devices. It is helpful to mobilize the HR department to assess the new requirements of such employees.
  • Constantly evolving technology throws up several mobile applications where it becomes easier for employees to share company data with third parties without the company’s knowledge. So it is imperative to be updated about new technology and have screens in place to not leave any unnecessary digital trail of your classified data.


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