Welcome to our weekly blog packed with insightful content and thought-provoking discussions. In this edition, we delve into the fascinating world of decentralisation in the context of workforce compliance management.
The term “decentralised” can have different meanings depending on the context and the audience. In the realm of technology, decentralisation often refers to distributed systems like blockchain, where information is spread across multiple nodes without relying on a central authority. However, in the context of workforce management or other industries, decentralisation may refer to a service that is operated by a central party on behalf of multiple parties who share common needs.
In the case of a decentralised service for workforce compliance management, the focus is on the distribution of responsibilities and the ability for multiple parties to access and share information. It involves the central party (such as a service provider) maintaining and verifying important data, such as qualifications, background checks, and regulatory compliance, on behalf of individuals such as doctors, nurses and aged care workers, and allowing them to share that information with relevant employers concurrently.
The involvement of recognised third parties, such as universities, immigration authorities, criminal databases, professional regulatory bodies, and healthcare agencies, is crucial for ensuring the legitimacy and security of the information. These third parties provide the necessary verification and validation, which adds credibility and trust to the decentralised service.
It’s important to clarify the meaning of decentralisation in different contexts to avoid confusion. While the tech community may primarily associate decentralisation with technologies like blockchain, in industries like workforce management, it refers to a service model that facilitates the sharing and accessibility of verified information through a central party and trusted third-party sources.