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Wearable tech: Today's disruptors, tomorrow's new normal

Fasten those DeLorean seatbelts: Activity-tracking chip implants and other forms of wearable tech are coming to a future near you, according to a recent survey of IT insiders. And, even better, without the chaotic, dystopian overtones of the might-have-been future Marty McFly stumbled upon in Back to the Future.

Findings from a Pew Internet Project survey show that users view the rapidly expanding role of Internet-connected things in their environment in a positive light. The report, with data collected from 1,606 IT experts, analysts and other stakeholders, indicates that a majority of the participants agree that, by 2025, the increasingly ubiquitous Internet of Things (IoT) will have “widespread and beneficial effects” in our society — and that it will be so deeply integrated into our daily lives as to become “like electricity.”

Among the places survey respondents expected these sensorized technologies to manifest themselves: our bodies, homes, communities and the environment, as well as the goods and services industry. And expect a lot of them. The study also projects 50 billion devices by 2020 in the shape of “phones, sensors, chips, implants and devices of which we have not conceived,” states Patrick Tucker, expert respondent and author of The Naked Future: What Happens in a World That Anticipates Your Every Move?

So what’s this mean for CIOs and other IT execs? Consider this another business disruptor that, like the connected car for the auto insurance industry, both offers opportunities and creates challenges.

Other tech news causing a buzz this week: FCC approves proposal allowing for the possibility of paid priority on the Net; New York Times ouster of Jill Abramson leaves the challenge of digital strategy to new executive editor Dean Baquet; text providers start rollout of text-to-911 program; and more.

Read all about ’em over at Searchlight!

Marty McFly, Back to the Future, hoverboard, Michael J. Fox

“Great Scott! It must be 2025!” [Credit: Scifinow.co.uk]

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I disagree with any of the Talent Management HR folks claiming that recruitment software is where it is best to spend your IT dollars. So the older workforce aren't retirement age yet, and the millenials don't have the experience yet (Supposedly). Despite the fact I am a millenial myself, the oldest or last year any way (Age 36), I agree that there is something to be said for experience, company loyalty as a retention tool, the stability of your workforce, and name of a company (As employer.). That being said, I believe that you most certainly can teach a old dog new tricks, and continuous education should be a part of any professionals professional life and a serious part of any companies spend. Granted, Simulearn at www.workerwon.com and the Fligby product at www.fligby.com just hit the market. However, with its disruptive capabilities and easy on on boarding or build out flexibility, the system should be a part of any serious debate about training the older employees up some more, verses cutting them lose in order to gain fresh and un-experienced recent graduates. Maybe it's simply because courses like the ones offered by Simulearn bridge the gap for HR professionals. Remember the older employees also have crowd-pull from regulars and have developed a repore with clients and supply side alike. I am sure some data crazed person will seek to measure that as well, instead of just the common business sense and intuitive market sense that tells an employer that every one of your customer contact points has at least a few regular customers that continue to bring business to your company. Not because your company is that good, but because "Old so-and-so works there, and he or she always takes care of me." So remember not to write anything or any one off until they choose to retire.
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