The alternative workforce has been a burgeoning part of the american economy for the past couple of decades. From a survey of 8,000 people across europe and the U.S., the Mckinsey Global Institute determined that between 20-30% of workers are engaged in different types of “independent work”.
We here at Virtual Badge are obvious vocal proponents of technological innovation. The continuing emergence of new technologies (and their ramifications) can be captivating for those of us who forecast change and seek out continual improvement. The business, media, governance, and nonprofit worlds are always buzzing with talk about innovation. In many ways, it is the dominant spirit of our age.
Life in large, complex societies is continually beset by the challenge of identity verification. Anthropologists have posited that the natural cognitive limit for the number of people an individual human can maintain relationships with is between 100 and 250.
Luckily, digital ID badges can address a whole range of inefficiencies. They may be utilized for identity management, access management, employee time tracking, compliance management, communications, and as a workforce management tool.
Compliance with state, federal, and OSHA regulations is a burdensome, but very necessary, part of every construction company’s operations. Requirements like OSHA 10, OSHA 30, first aid, state contractors license, and other general compliance hurdles are ever present. Employees, contractors and subs assigned to distinct job functions need more specific certifications e.g. scaffolding, rigging, welding, forklift, and dust and silica, to name a few.
The traditional, plastic ID card lifecycle leaves much to be desired. It’s creation, use, and destruction are, in many ways, open ended. We’ll discuss the limitations of each phase of the badge lifecycle, and in turn, how digital ID’s can improve on these limitations.