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Saturday, 11 May 2013

Bitcoins, Baubles and Business

Bitcoin
E-Commerce and its currencies can be a topsy turvy world.  Just when you thought everything was on an even keel along comes a (relatively) new kid on the block that shakes up the status quo.

So it it is with Bitcoin, which is either a boon or a bubble depending which side of the fence you choose to sit on. There are those who firmly believe it is the currency of the future but for folks who are not economists, it is difficult to see objectively beyond the hype.

Semil Shah of Tech Crunch at least attempted to make sense out of Bitcoin by asking five economists their take on the online currency.  Harvard Professor Chris Roberts neatly sums up the nagging feeling that many of us have about Bitcoin's longevity in his statement:

"It would really be something if intelligent people chose to invest more trust in a currency system built and managed, in large part, by anonymous computer hackers than they did in currency systems built and managed by governments of the people, by the people. Fortunately, we are not there yet."

In the same article Peter Rodriguez, Professor at Virginia’s Darden School of Business, makes two further points about the currency:

"In some ways, Bitcoin is just a virtual pack of smokes. But in other ways, it’s revolutionary. Cigarettes have inherent value and alternative uses, like cotton and even gold. Bitcoins are valued in and of themselves. They have even less alternative uses than paper currency or baseball cards".

"Even it they just serve to measure the value of goods ultimately transacted in ‘real’ currencies, Bitcoins will have become something entirely new: a true, stateless, virtual currency rooted in nothing other than confidence in the set of rules that surround them".

It is perhaps this last dimension, a stateless currency that is a huge part of Bitcoin's attraction, especially in an economic climate where traditional currencies and banking systems have been taking such a hammering of late.

Rwanda-based Nyaruka suggests that it is developing countries that will and do benefit most from Bitcoin and its pretenders.

"Rwanda, like its neighbours, is very much a cash society, which means that most digital goods are out of reach, not because they aren't affordable, but simply because most Rwandans don't have credit cards."

As this very good blog article states, Bitcoins are simply digital cash and because of this works well in any society where cash is the norm.  And of course digital cash is far easy to get hold of without going through the hassle of applying for, and managing a credit card.

It may be a surprise to some to learn that the decentralised, cryptographic, Bitcoin isn't exactly new.  It was launched four years ago as an open-source digital currency by Satoshi Nakamoto, who it turns out is probably not 'his' real name and could in fact be a group of people hiding behind a pseudonym.  Hardly reassuring news to any enterprise assessing business risk and contemplating the digital currency.

Purely digital currencies such as Bitcoin have an inherent problem; that of double-spending. i.e. someone concurrently sends a single unit of currency to two different sources.

Thomas Lowenthal notes that "digital products like a movie or a text file are non-rivalrous. If you have a copy of my pseudo-trip-rock band's new MP3 album, there's still just as much MP3 to go around for everyone else who wants one. That's not a problem for files, but it is a problem with currency, since the whole point is that there's a limited supply."

The key question to me is, does the use of cryptography do away with the need for an intermediary verification process, such as that which Paypal uses?

I am personally not convinced at this stage that business adoption is a wise move but I would be delighted to be proved wrong.  You need to ask yourself, is it safer to mine Bitcoins or to mine gold - or for that matter neither?


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Friday, 26 April 2013

Should I Go or Should I Stay?

Corporate training is perceived as a bugbear by some and an 'essential' by others.  Up-skilling your staff and promoting your own products and services to others should be far more than a “day off” in the eyes of the participants.

As one who has attended and delivered many such sessions over the years, I would be the first to concede that the ones I have attended are often a mixed bag, ranging from the riveting to the down right soporific.

A good training programme is all about building staff engagement; getting them motivated and clued up so that they can make a meaningful contribution not only to your company but also to their own feeling of self-worth.

Engaged employees are pivotal to the success or failure of a business.  A recent Dale Carnegie blog post reports that 69% of ‘disengaged employees’ would hand in their notice and take up an offer with another company if that enterprise offered them just 5% more money.  With ‘engaged employees’ it would take a 20% raise on their current remuneration to make them consider a shift to another company.

Staff retention and turnover is a prime consideration and worry for many businesses and it is especially so in a country like Singapore, where job hopping is endemic.

Finance and accounting specialist recruitment firm Robert Half found that Singapore employees in their sector were the world's most chronic job hoppers, serving a shorter period of tenure in a job than anywhere else in the world. The reasons given were “better remuneration, promotion, a new challenge, an overseas posting or more flexible work arrangements”.

Not that personal gain is necessarily always the primary motivation to jump ship.  A 2011 study by NTU student Teh Kai Feng also suggested that the job-hopping trend in Singapore could also be partially attributed to way the education system is designed rather than purely personal motivation.

Human Resource consultant Angeline Seah told Ryan Ong of MoneySmart that she believes the Internet has also made it a lot easier for job-hoppers:

Job hopping has become prevalent because of the Internet. In the past, it was a time consuming process to go from one employer to another. But the rise of job sites, like monster and JobsDB, has turned the employment market into a true marketplace. Nowadays, all you need is an Internet connection and five minutes. You can compare all the available jobs, and online applications are fast.

She also cited waiting for a pay rise as being a contributing factor:

Job hoppers work on the principle that switching jobs is easier than waiting for a pay raise. A job switch may raise income by 20% in a month. Pay raises are about 4%, and may take a year.

What ever the reason, such a high turnover does not auger well for business continuity and is stressful for senior staff who are faced with the unenviable and repetitive task of recruiting replacements.

There was a time before the age of Millennials where a job for life was both an aspiration and for many, a reality.

Now only 31% regard a 'career-for-life' with one employer as "relevant" (Kelly Global Workforce Index (KGWI) survey). It is a reality that today’s employees are more self-centred than their predecessors.  Statistics also suggest that many of them will have changed jobs half a dozen times before reaching the age of thirty.

So what can you do to counteract this trend?

Providing excellent training opportunities for your employees will go some way towards retaining them as I have suggested above. The Kelly Services survey also showed that there is a common belief by over half of respondents (53%), that the only way to develop their skills and advance their careers was to leave their current position.

Your business challenge is to prove that this isn't necessarily so; offer employees a career path within your organisation and give them the training they deserve to better themselves, and by extension, your enterprise.

The need for specialised skills is increasing not decreasing. High value jobs such as those in IT, sales & marketing and finance require increased levels of skills and so workplace education is critical.

If you are not going to provide it they feel even more motivated to leave you and find a company that will.

Perhaps the final word, on why training must be high on your agenda, should come from Josh Bersin of Deloittes:

"Today’s business climate is one of global skills gaps. New technology, shifting markets, and changing demographics mean that manufacturers, service providers, telecommunications companies, technology companies, healthcare providers, and many other industries live and die by their skills. 

As companies globalise their businesses, the ability to build skills has become a deep competitive advantage."

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