HR and mobile commerce

The impact of mobile commerce on HR

e-Commerce is one of the buzzwords of recent times. Just about every retailer is participating in e-commerce, or looking to find a way to participate. Key in e-commerce and particularly in mobile commerce, is a vision on personas. Personas are a starting point in the roadmap to artificial intelligence. As AI has a steep learning curve, and preparation of machine learning takes quite some time, the alternative of working with personas is paramount in all organisation to do with e-commerce or mobile commerce. As not many employees have data and content management in their job description, while this is the new focal point of the business, HR has a new mission.

 

Why we need to look at organisations and workforce

Many technological developments will have a big impact on people, organisations and society. However, relatively this subject is rarely addressed. For instance, in e-commerce data and content management is focal but you will not see reflected in job descriptions. We work agile, but there is no reflection in the organisation chart. People have heard of bitcoin, and sometimes know that it is to do with blockchain, but that is about it. There is little explanation on what impact this could have on their organisation or their job. With a distributed database between nodes containing data that cannot be changed but can only be added, the possibilities with this technology are endless. The various nodes contain the same data, skipping the necessity for external control of checks and balances, making the audit process something that can be done overnight - if necessary at all. Needless to say that this could influence the departments of finance and control, and internal and external audit and their industries, as well as the people who work in those fields. The same goes for industries where subsequent and successive transactions take place, such as notary, chamber of commerce, payments, insurance, mortgages, loans, supply chain management, taxes, ownership in any form, logistics, et cetera. And what does that all mean for job profiles, organisation charts, alignment of flexteams, recruitment, education, et cetera, with other words for the human resources department? A few examples of what the future could hold.

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