An application of ‘Quantified self’ in HR
I’ve been thinking about this Quantified Self movement for some days now, after reading the phenomenal post from Stephen Wolfram, The personal analytics of my life. Today I had an idea of what could be an interesting application of it in the HR world.
Let’s say that in a company we get to find some volunteers to quantify themselves. It’s not about controlling them (like this kind of application does) but instead it could be a different way of measuring success of several HR programs or to gather insight about employee necessities. Examples that come to mind:
- We want to subsidize public transport for our employee? What happens if one of them can analyse how that change affects his/her life based not only on personal feelings but also on number of emails and daily distribution, average walking distance per day, number of meetings and phone calls, keystrokes, etc.
- How do all of those metrics get affected when an employee has a child? Can this help us design better work-life balance programs?
It’s definitely a amazing trend and I strongly believe that well applied in the work place it could take us to new levels of knowledge and employee satisfaction.