HR and the Technological Tsunami Age
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HR and the Technological Tsunami Age

Guy Huntington Guy Huntington

Guy Huntington

Trailblazing Human and Entity Identity & Learning Visionary - Created a new legal identity architecture for humans/ AI systems/bots and leveraged this to create a new learning architecture

Published May 14, 2020
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December 27, 2023 update - I strongly suggest readers skim “How Do I Trust Entities?   Different Levels of Identity & Credential Assurance - A Thought Paper”.

June 13, 2023 update - I strongly advise readers to skim these recent articles:


My Premise:

Enterprises must ready themselves to deal with the arriving technological tsunami wave composed of AI, AR, VR, bots, genetic engineering, wireless and nanotechnology. HR too will be affected. It needs to ready itself, creating new policies for technology coming in the physical or virtual doors. Examples are the best way to describe the revolution...

Applying for a Job

The nefarious Malicious Molly is applying for a skilled job, where the enterprise wants to give her some kind of written test to see if she's a good fit. Malicious Molly walks, in sits down, and writes an amazing test. The HR/management team wants to hire her.

What they didn't know was that she was wearing AI/AR glasses or contact lenses (from companies like Norm Glasses), which have the ability to automatically transmit the challenge/questions on the paper to an AI smart system, which not only answers the questions/challenges BUT does it using Malicious Molly's writing style.

Skim this article to see what's coming at you:

In a Meeting

Jane Doe is sitting in a meeting with her team, management, contractors, etc. One of the management team is lying during the meeting. Jane can determine this since she's wearing AI/AR glasses/contact lenses leveraging behavioral/biometric technology (from companies like Affectiva). She can determine the behavior of the other people in the room and can likely determine when a person is lying.

Working in the Executive Suite

The notorious Malicious Molly is working in the executive suite, covering for a sick colleague. She's wearing the same technology that got her the job. Now, everything she looks at in the room is recorded, analyzed in real time and could be sent or sold to a competitor.

Negotiating Contracts

Jane Doe's negotiating a large contract with a supplier. The supplier could be wearing AI/AR glasses/contact lenses and other behavioral/biometric technology, allowing them to predict Jane's behavior. They can see Jane's emotions and actions, then compare this to all other times they've interacted/negotiated with Jane, and thus base their responses, using this.

Using New Behavioral/Biometrics to Authenticate a Worker

Jane Doe will likely be required, in the not so distant future, to have her behavioral/biometric data used as an authentication mechanism. Jane wants to know how they're being collected, used, stored, archived and deleted as part of her work agreement with the company.

Hiring Virtual Bots to do Contract Work Or Assist Workers

Acme Co. wants to cut costs by reducing labor costs. As part of their plan, they're allowing hiring of virtual bots to do contact work or, assist workers in their jobs. These types of services might be offered by AI companies, specialist companies or, in the not so distant future, by people who have virtual selves programmed to do contract work at a very low cost. How does Acme Co.'s HR department deal with this?

YIKES!!!!!

All of the above technology is becoming available at reasonable price points. These examples point out the new types of policies HR departments need to prepare in conjunction with their legal, IT and cybersecurity departments.

Pace of Change

As if the above isn't enough to deal with, there's the rapid pace of technological change. This diagram, by Pat Scanell, illustrates the challenge. It shows a logarithmic shaped technology curve, far exceeding our cognitive abilities to keep up with. What does this mean to HR and HR policies? Answer: change, change, change.

Fortune 1000 HR Departments Versus Everyone Else

I have another premise:

The large corporations have resources to bring to bear to develop and continually deal with the above. The rest of the corporations and enterprises, mostly don't. Thus, they become prey to sophisticated negotiators, competitors using technology against them, and to malicious folks wanting to steal secrets, money, customer lists, pricing agreements, etc.

HR Policies - Constantly Review

All of the above means HR needs to continually review policies for:

  • Hiring
  • Creating identities for bots, etc.
  • Employee, contractor contracts
  • Employee privacy
  • etc.

About Guy Huntington

I'm an identity trailblazing problem solver. My past clients include Boeing, Capital One and the Government of Alberta's Digital Citizen Identity & Authentication project. Many of my past projects were leading edge at the time in the identity/security space. I've spent the last eight years working my way through creating a new legal identity architecture and leveraging this to then rethink learning.

I've also done a lot in education as a volunteer over my lifetime. This included chairing my school district's technology committee in the 90's - which resulted in wiring most of the schools with optic fiber, behind building a technology leveraged school, and past president of Skills Canada BC and Skills Canada.

I do short term consulting for Boards, C-suites and Governments, assisting them in readying themselves for the arrival of AI systems, bots and AI leveraged, smart digital identities of humans.

I've written LOTS about the change coming. Skim the over 100 LinkedIn articles I've written, or my webpage with lots of papers.

Quotes I REALLY LIKE!!!!!!:

  • We cannot solve our problems with the same thinking we used when we created them” – Albert Einstein
  • “Change is hard at first, messy in the middle and gorgeous at the end.” – Robin Sharma
  • “Change is the law of life. And those who look only to the past or present are certain to miss the future” – John F. Kennedy

Reference Links:

An Identity Day in The Life:

My Message To Government & Industry Leaders:

National Security:

Rethinking Legal Identity, Credentials & Learning:

Learning Vision:

Creativity:

AI Agents:

Architecture:

AI/Human Legal Identity/Learning Cost References

AI Leveraged, Smart Digital Identities of Humans:

CISO's:

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Companies, C-Suites and Boards:

Legal Identity & TODA:

Enterprise Articles:

Rethinking Enterprise Architecture In The Age of AI:

LLC's & AI:

Challenges With AI:

New Security Model:

DAO:

Kids:

Sex:

Schools:

Biometrics:

Legal Identity:

Identity, Death, Laws & Processes:

Open Source:

Notaries:

Climate Change, Migration & Legal Identity:

"Human Migration, Physical and Digital Legal Identity - A Thought Paper”

Fraud/Crime:

Behavioral Marketing:

AI Systems and Bots:

Contract Law:

Insurance:

Health:

AI/AR/VR Metaverse Type Environments:

SOLICT:

EMP/HEMP Data Centre Protection:

Climate:

A 100,000-Foot Level Summary Of Legal Human Identity

  • Each person when they’re born has their legal identity data plus their forensic biometrics (fingerprints, and later when they can keep their eyes open – their iris) entered into a new age CRVS system (Civil Registration Vital Statistics - birth, name/gender change, marriage/divorce and death registry) with data standards
  • The CRVS writes to an external database, per single person, the identity data plus their forensic biometrics called a SOLICT “Source of Legal Identity & Credential Truth). The person now controls this
  • As well, the CRVS also writes to the SOLICT legal identity relationships e.g. child/parent, cryptographically linking the SOLICTs. So Jane Doe and her son John will have cryptographic digitally signed links showing their parent/child. The same methodology can be used for power of attorney/person, executor of estate/deceased, etc.
  • The SOLICT in turn then pushes out the information to four different types of LSSI Devices “Legal Self-Sovereign Identity”; physical ID card, digital legal identity app, biometrically tied physical wristband containing identity information or a chip inserted into each person
  • The person is now able, with their consent, to release legal identity information about themselves. This ranges from being able to legally, anonymously prove they’re a human (and not a bot), above or below age of consent, Covid vaccinated, etc. It also means they can, at their discretion, release portions of their identity like gender, first name, legal name, address, etc.
  • NOTE: All consents granted by the person are stored in their SOLICT
  • Consent management for each person will be managed by their PIAM “Personal Identity Access Management) system. This is AI leveraged, allowing the person, at their discretion, to automatically create consent legal agreements on the fly
  • It works both locally and globally, physically and digitally anywhere on the planet
  • AI systems/bots are also registered, where risk requires it, in the new age CRVS system
  • Governance and continual threat assessment, is done by a new, global, independent, non-profit funded by a very small charge per CRVS event to a jurisdiction to a maximum yearly amount.

A 100,000-Foot Level Summary Of The Learning Vision:

  • When the learner is a toddler, with their parents’ consent, they’ll be assessed by a physical bot for their learning abilities. This will include sight, sound, hearing and smell, as well as hand-eye coordination, how they work or don’t work with others, learning abilities, all leveraging biometric and behavioral data
  • All consents given on behalf of the learner or, later in the learner’s life by the learner themselves, are stored in the learner’s SOLICT “Source of Legal Identity & Credential Truth”
  • This is fed into a DLT “Digital Learning Twin”, which is created and legally bound to the learner
  • The DLT the produces its first IEP “Individualized Education Plan”, for the learner
  • The parents take home with them a learning assistant bot to assist the learner, each day, in learning. The bot updates the DLT, which in turn continually refines the learner’s IEP
  • All learning data from the learner is stored in their LDV “Learner Data Vault”
  • When the learner’s first day of school comes, the parents prove the learner and their identities and legal relationship with the learner, via their LSSI devices (Legal Self-Sovereign Identity)
  • With their consent, they approve how the learner’s identity information will be used not only within the school, but also in AI/AR/VR learning environments
  • As well, the parents give their consent for the learner’s DLT, IEP and learning assistant bot to be used, via their PIAM (Personal Identity Access Management) and the learner’s PIAM
  • The schools LMS “Learning Management System” instantly takes the legal consent agreements, plus the learner’s identity and learning information, and integrates this with the school’s learning systems
  • From the first day, each learner is delivered a customized learning program, continually updated by both human and AI system/bot learning specialists, as well as sensors, learning assessments, etc.
  • All learner data collected in the school, is stored in the learner’s LDV
  • If the learner enters any AI/AR/VR type learning environment, consent agreements are created instantly on the fly with the learner, school, school districts, learning specialists, etc. 
  • These specify how the learner will be identified, learning data use, storage, deletion, etc.
  • When the learner acquires learning credentials, these are digitally signed by the authoritative learning authority, and written to the learner’s SOLICT.
  • The SOLICT in turn pushes these out to the learner’s LSSI devices
  • The learner is now in control of their learning credentials
  • When the learner graduates, they’ll be able, with their consent, to offer use of their DLT, IEP and LDV to employers, post-secondary, etc. This significantly reduces time and costs to train or help the learner learn
  • The learner continually leverages their DLT/IEP/LDV until their die i.e., it’s a lifelong learning system
  • IT’S TRANSFORMATIONAL OVER TIME, NOT OVERNIGHT

 



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