I saw a job announcement this week from a supplier of revenue and payment cycle solutions requiring the desired M&A strategist to relocate to the city of the company’s headquarters. I immediately thought, "Why?" I reviewed the duties, and they can be completed anywhere. It dawned upon me that mHealth will never advance beyond the vision of the HR department.
NACHA — The Electronic Payments Association is advancing anywhere payments (see their PAYMENTS 2011 Call for Presentations for your future suggestions). Alternative mobile payments continue to spring up everywhere. Banks are seeing the trend that one in five adult mobile phone owners is paying mobily. The PCI Security Standards Council released a new version of its Personal Identification Number Transactional Security requirements (the first of three new modules, Open Protocols, applies to internet protocol or to wireless enabled devices). HIMSS is promoting its Transformational Approaches for Achieving Meaningful Use virtual conference. We produce documents (for example, the Tennessee Office of e-Health Initiatives Operational and Strategic plans for Health Information Exchange) that talk a good game about "Telemedicine and Telehealth Initiatives" but ultimately these will be implemented by folks who have been screened by human resources thinking from the 80s.
This not to say that the HR technology community is standing idly by. The HR-XML Consortium fairly recently announced the availability of its new XML standards, the HR-XML 3.0 Release, its schemas aligned for human resources interoperability applications with the Open Applications Group implementation of UN/CEFACT (United Nations Centre for Trade Facilitation and Electronic Business) core components, making them more universal than ever. This modernization should greatly improving data and knowledge transfer.
What are your thoughts about how to bring HR to a worldview which supports and encourages mHealth?