Human Resource Management, better known in Italy as Gestione delle Risorse Umane, is a discipline that concerns the entirety of “Human” activity within the corporate organization.
Managing, coordinating, finding, and maintaining a resource within the corporate context is perhaps one of the most complex aspects of an HR Manager’s daily routine.
Readings, obligations, emotions, moods, and work relationships among employees constantly change, creating a short-term metamorphosis of the corporate environment.
In a world, or rather, in a labor market like the current one, social complexity has reached its highest levels.
Today, an HR Manager has the unfortunate task of interfacing with dozens (if not hundreds) of employees to promote corporate practices and ensure they are respected by everyone; the more structured a company is, the more diverse tasks the Manager must perform.
There are many working tools for an HR Manager that focus on analytical environments with cutting-edge software and increasingly precise management.
However, this is no longer enough today.
For too long, the Internet and its derivatives have been used in an outdated manner.
Just look at social networks or some recruitment platforms, where profiles, data, and photos do not match the reality of the situation.
A parallel world of profiles created ad hoc to seize opportunities that, in fact, would not be exploitable due to a lack of skills or the presence of various gaps has formed online.
In many cases, unrecognized entity certificates, experiences never truly matured, and never had references negatively influence HR choices.
Blockchain can be a valuable ally for HR Managers.
Let’s try to think about some fields of application:
Qualifications and certificates;
Experiences;
Skills;
Information and Profile.
A blockchain can be used to record and certify all these activities.
And this is only the first step.
Let’s imagine, utopically, that training institutions and compulsory schools issue diplomas, degrees, certificates, and qualifications in Blockchain.
It would be the beginning of a new era, free from surprises and aware of the truthfulness of the information processed thanks to the authenticity of the data.
Verifying the potential of candidates is, in fact, 60% of the HR process during recruitment, attesting to them with real, authentic, and transparent data would be useful for both employers and candidates themselves.
Considering all these factors, I could venture to say that we could see a new light even in contractual matters, almost without the need for trial or fixed-term contracts, finally cementing contracts based on one’s skills and real experiences, favoring, always utopically speaking, the infamous meritocracy, based on real and certified aspects of the person.
It is always fear that blocks technological progress in the world of work; a survey conducted by a well-known English company shows that only 9% of respondents are really interested in investing in Blockchain.
The remaining 91%, not knowing the technology or only knowing it through hearsay about Bitcoin, has no intention of implementing it for fear of not understanding it.
Fortunately, our country, albeit with some delay, is moving more and more towards distributed systems and Blockchain.
Slowly but surely, it continues its pursuit in the European innovation market.
We can already identify and analyze many technical definitions that help “Technology Provider” companies in their work, trying not to exclude the possibility of interpreting current laws with them.
However, the same technology is making its way forcefully among countries and markets; its implementation is inevitable, and soon it will be necessary to legislate to keep up with the times among the Member States of the European Community.
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