As we are increasingly seeing, industry is again taking inspiration from the consumer internet sphere. The philosophy is that if consumers will give up personal information to Facebook or Google in exchange for the convenience they bring to web browsing, socializing or online shopping, then surely employees will do the same to make their working day more stress-free?
“If you look at what happens in the consumer market, it’s happening all the time,” says Gretczko.
“I think that where the public thinking is shifting is that, as long as it’s being used for good, and not for evil … social sites curate content that’s in-line with your interests so you’re not scrolling through things you don’t care about – there’s a real benefit to that.
“So as long as it’s not used in a way that’s nefarious I think that generally employees, and people, are willing to share – as long as they know about it, and they know what its being used for.”
In other words – the responsibility is firmly with employers to make it clear exactly what data any systems or platforms they are gathering is collecting, when, why, and what decisions are being based on it.
If there is a thorough understanding that the data is being used in a way that is compliant with rights and expectations of personal privacy, in order to drive broad organizational changes based on an understanding of how people are behaving, a workforce is likely to buy into it.
If it is being used to time how long people take for tea breaks or as a basis for disciplinary action, it’s likely to ruffle quite a few feathers!
As more and more aspects of business become managed through “smart” IoT-enabled technology, it’s inevitable that management of human resources will go the same way. In this way, human information will be just as critical as financial data when it comes to informing business strategies and setting goals.
However, the most value is likely to be unlocked by organizations which use these data sources together – combining HR data with financial, operational and customer data – for example, matching customers to the representative most likely to get on with them, based on personality profiling.
A company which understands its employees is without a doubt better placed to keep them motivated, happy and productive. But a great deal of care will have to be taken to gain this understanding in a manner that is transparent and in-line with people’s expectations of privac