Insights

A fresh take on ideas and trends in Human Capital

The Internet of (HR) Things

One thing that I’ve always wanted to do was to have psychic powers. To be able to think of wha

(image source)

 

One thing that I’ve always wanted to do was to have psychic powers. To be able to think of what I need and it appears, for example I wake up first thing in the morning and I want the heating to be on and toast to be ready for breakfast. “Well, I want a golden toilet seat” I hear you non-verbally say to your computer but unless you’re lucky enough to have a butler that just won’t happen. But, as we’re starting to realise, it’s becoming a rapid reality with The Internet of Things.

 

The Internet of Things is a sci-fi fantasy come to life, connecting every bit of technology through a Cloud so that data can be shared as the internet shares data between computers. Take my example of breakfast, ten minutes before the alarm goes off my clock will inform the boiler to start, then when I turn the alarm off that’ll pop the bread down into the toaster. This fluid exercise requires minimal effort for me but through shared data my mornings become so much smoother.

 

Now, time to think bigger. Organisations have a mass of data on everything about their employees these days, their performance, their recruitment profile and on and on; but how much of this is shared? It could be possible that the data is put on one computer in the office in different files, but that’s no good because it’s still not interacting. What can be offered as an alternative is a HR Cloud system that is at the core of all this data.

 

A HR Core takes all this data and puts it together to see where it fits in the grand scheme of things, further by putting it on a cloud it can be done in real time anywhere on the globe. If you want to go for dinner somewhere new you’ll most likely google it, google will find out restaurants near you (using GPS), find out what they serve (from their online menu), how good the restaurant is (from online reviews) and how long it takes to get there (with traffic reports).

 

Now think of a project about to be undertaken by your company; Who do you need? What skills sets and experience do they need? Who is available? From day one an employee gives information to HR with their recruitment profile, their training needs are usually analysed and with time progress reports are documented. In some careers such things as medical records are documented and other non-traditional data. This allows for up to date tracking of what is going on in your organisation. Want a diversity report, here you go. Whether the sales team done better this year, they have by 22%. Once more in larger organisations this can be regionalised, if a new office is opening up somewhere a different strategy will be needed for there. Having an interactive network can allow for fine tuning with up to date responses informing how that fine tuning worked.

 

Having a network that is reacting in real time to the data being produced around the company and the world would revolutionise future strategies. Having this kind of information readily available does away with the hypotheticals and the “let me get back to you with that” in meetings; cutting down time leads to faster progress and development. Furthermore a HR cloud network gives complete access around the world 24/7. Data is becoming the most important factor in an organisation in so many regards and that doesn’t exclude its people. If you want to make the most of the talent in your organisation you want to be immersed with it and have it engaging with every other bit of information, so in other words get a HR Core Cloud fast!

 

Learn what makes engaged and appreciated employees

Loading