The Internet of Things (IoT) is one global digital system of chips and sensors. It connects devices with each other and with people. In our current day and age, billions of devices give us 24/7 access to anybody and anything. Today, the Internet of Things also plays an important role in the human resources departments across the globe. Professionals are becoming technology-obsessed with every passing day. So HR specialists have to adapt to innovations in processes from recruiting and hiring to payroll and benefits management. Broadly, there are three categories of IOT devices that are either already omnipresent or coming your way:
The central hubs in IoT, mobile phones and tablets provide ease of access to people and playthings at a personal review level. Applying the same device to a professional organisation would involve establishing a solid mobile/digital culture for a true beneficial connection between an employee and his or her team.
A simple example is a WhatsApp group. It may soon transcend to selecting a flex workspace via mobile phone, increased sharing of ideas, optimising the effectiveness and engagement of an employee’s workday and many other evolutionary points. We’re not far away from each company having its unique App Store.
Stepathlon – the pedometer-based mass participation event for corporates, aimed at increasing daily activity to achieve a healthier & happier lifestyle – is a rage, particularly in India. Healthy people perform better. Anything a company can do to contribute to the workforce health is good for business.
Location trackers have a seemingly much larger role to play than serving attendance purposes. Initially perceived intrusive, HRs knowing the whereabouts of employees is ultimately good for business.
Taking case-by-case examples, location trackers can help scan for healthiness/alertness on the job for truck drivers, track crowd movements to determine the best healthcare routes and many other such positives. However, to implement location trackers there needs to be an open discussion on personal privacy matters. This is related to the work culture of the company.
Another category of IoT devices to be a part of this discussion in the years to come is augmented or virtual reality. Case in point being HR can use VR or AR in recruitment – whereby candidates can be placed in virtual situations to test their behaviour.
To maximise HR utilisation is the top priority for every company. The rising dependence on technology is also bringing about a change in the role of HR workforce. The days of the HR department using traditional methodologies and strategies are all, but over. Perhaps, distance education learners pursuing HR courses will soon be trained in these fields too, you never know.