The whole world is undergoing a technological shift. While technological advancement in recent years has moved companies to pursue digital transformation initiatives for their own benefit, the mobile-first generation, which makes up more than half of the current global population, is what has truly pushed these companies to change the way they operate and do business.

Technology is primarily meant for people. Businesses know this by heart and this is why much of the technological advancement happening in recent time is meant to affect people's lives, one way or another.

And since technology is meant for people, the field of human resources is well-suited to take full advantage of what it has to offer.

Brad Geiser, co-founder and Chief Innovations Officer of GeiserMaclang Marketing Communications Inc., knows this all too well. Described by many as a "futurist," Brad has looked at the progression of human tools leading to how people nowadays view mobile phones which, in turn, is responsible for what we now call the mobile-first generation. These are millennials and post-millennials who view mobile technology as an integral part of their lives.

From tools to organs

"Tools are not unique to human beings. Other creatures use simple objects to get leverage and accomplish tasks," Brad notes. "But then we evolved from using tools to creating and using machines, which are large and complex mechanical objects," he adds.

"And then we took those machines and shrank them down into gadgets. We then took those gadgets and put sensors on them, and they became devices," he continues. "What comes after the device is the 'organ,' not artificial organs like artificial hearts or artificial eyes, but 'new' organs, such as mobile phones."

Brad stresses that mobile phones have transcended from being simple devices that help people do things to being a vital part of one's body--an organ, so to speak.

"When you lose your phone, do you feel you’ve lost a hammer or a screwdriver? No. It’s like you’ve lost your ears or eyes," Brad stresses. "Because what a mobile phone does is that it gives us access to the EMF spectrum, and the artificial consciousness that we've created, shared, and inter-communicated with and this makes the mobile phone not a device but an organ."

"You think your children are obsessed with mobile phones. But that’s because you see them as devices," Brad reveals. "When you deprive your child of a mobile phone, you are basically depriving them of an organ."

Brad notes that human resources should therefore no longer have debates over whether their people should use this technology. "Do you have debates on whether you should use your other organs?" he asks.

HR practitioners should not be concerned with whether to use this technology or not, but with "how" to use this "organ" properly, as Brad claims.

People and technology

In recent time, automation, blockchain technology, AI, and big data have become important breakthroughs in technology that can be utilized to make HR functions more streamlined. For instance, automation frees HR from menial clerical tasks and allows it to focus more on employee engagement.
Salarium, for instance, provides a digital ecosystem that helps in automating tedious HR processes. As such, Salarium elevates HR to become cultivators of manpower, enhancing their roles to be more central in impacting company workflow.

Blockchain technology, on the other hand, provides the capability to store records in one place--forever. Through blockchain technology--such as that provided by Traxion--records are immortal, incorruptible, interoperable, transparent, and unified.

Moreover, through AI and Big Data, all the statistical analyses that HR didn't know how to do, they can now do. All the reports that HR never had time to properly make, they can now make.
Technology thus elevates human resources from an administrative to an innovative department. By removing process-heavy clerical functions, particularly those related to payroll and timekeeping, HR can now channel its resources towards its role in empowering manpower and adapting newer procedures to help adapt organizational structures to the changing employment landscape.

"Human resources then becomes the magic human engagement practitioner that focuses on culture building, community relations, and talent management," Brad underscores.